兰州交通大学硕士学位论文
摘
要
二十世纪九十年代以来，无边界职业生涯快速发展，个体进行职业流动日渐频繁。
有研究认为这种频繁的职业流动，与个体在组织中能否获得职业成功有关,而且能对组织
人才队伍的稳定和发展造成影响。师徒制，作为组织发展中一种有效的人力资本开发工
具，其多方受益性已经引起越来越多学者和组织经营者的关注，国外不少学者通过研究
表示，良好的师徒互动关系能够积极影响徒弟的职业生涯发展，但是国内对此研究甚少，
关于师徒关系对徒弟职业成功的具体影响，以及其影响机制的研究更为匮乏。
为此，本文在对相关文献进行梳理的基础上，以企业中存在师徒关系的员工为调查
对象，构建了包括企业师徒关系、职业成功、自我效能感、工作投入四个变量在内的关
系模型，提出了相关假设。并在对以上变量相关测量量表进行梳理、选择的基础上，结
合实际访谈结果，设计了初始调研问题。为保证初始调研问题的科学性和可行性，本文
又对其进行了小范围的预调查 ,并在此基础上确定了正式调查问卷。最后 ,本文利用
SPSS24.0和 AMOS24.0软件,对 338份有效问卷数据进行处理、分析,对论文中建立的研
究模型和所提出的假设加以检验。
通过实证研究本文主要得出以下结论：(1)师徒关系及其各维度能够显著影响徒弟职
业成功及其各维度。(2)自我效能感在师徒关系与徒弟职业成功间具有中介作用。自我效
能感在职业支持、社会心理支持、角色模范影响客观职业成功中的中介效应占比分别为
60.14%、64.17%、62.46%；在职业支持、社会心理支持、角色模范影响主观职业成功过
程中的中介效应占比分别为 41.67%、44.39%、38.59%。(3)工作投入在师徒关系与徒弟
职业成功间具有中介作用。工作投入在职业支持、社会心理支持、角色模范影响客观职
业成功过程中的中介效应占比分别为 58.62%、55.54%、56.51%；在职业支持、社会心
理支持、角色模范影响主观职业成功过程中的中介效应占比分别为 42.25%、40.90%、
36.81%。(4)由自我效能感和工作投入构成的链式中介变量，在师徒关系与徒弟职业成功
间具有中介作用，具体来说职业支持、社会心理支持、角色模范均能通过自我效能感影
响工作投入最终对客观职业成功产生影响，其相对中介效应占比分别为19.92%、21.18%、
20.25%；职业支持、社会心理支持、角色模范也均能通过自我效能感影响工作投入最
终对主观职业成功产生影响，其相对中介效应占比分别为 14.75%、17.92%、15.00%。
通过对以上研究结论的概述与分析，本研究主要从企业和员工两个角度，从以下三
个层面出发，为企业稳定人才队伍建设和实现员工个人职业成功，提出相应的对策和建
议：(1)重视师徒关系在工作中的作用，(2)提高员工自我效能感，(3)提高员工工作投入
水平。
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企业师徒关系对徒弟职业成功的影响研究
关键词：师徒关系；职业成功；自我效能感；工作投入
论文类型：应用研究
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兰州交通大学硕士学位论文
Abstract
Since the 1990s,borderless careers havedeveloped rapidly, andindividual career
mobility has become more frequent. Some studies believe that this frequent career turnover is
related to whether individuals can achieve career success in the organization, and can have an
impact on the stability and development of the organization's talent team[1]. Mentoring
relationship, as an effective human capital development tool in organizational development,
itsmulti-partybenefithasattractedtheattentionofmoreandmorescholarsand
organizational operators, many foreign scholarshave said through research that a good
mentoring relationship can positively influence an apprentice's career development, but there
is little research on this in China, and the specific impact of mentoring relationship on career
success and its influence mechanism is even more lacking.
Based on the relevant literature, this paper constructs a relationship model including four
variablesofenterprisementoringrelationship,careersuccess,self-efficacy,andjob
involvement, based on the employees who have a mentoring relationship in the enterprise,
and puts forward relevant hypotheses.On the basis of sorting out and selecting the relevant
measurement scales of the above variables, combined with the actual interview results, the
initial survey questions were designed. In order to ensure the scientificity and feasibility of
the initial survey questions, this paper also conducts a small-scale pre-survey, and on this
basis, a formal questionnaire is determined.Finally, 338 formal questionnaires were analyzed
using SPSS24.0 and AMOS24.0 software to test the research models established in the paper
and the proposed hypotheses.
Based on empirical research, this paper draws the following conclusions: (1) Mentoring
relationships can predict the career success of apprentices in a positive way. (2) Self-efficacy
mediates between mentoring relationship and career success. The proportion of intermediary
effects of self-efficacy in the process of career support, psychosocial support and role model
influencing objective career success was 64.17%, 60.14% and 62.46%, respectively. The
proportion of intermediary effects in the process of career support, psychosocial support and
role modelinfluencing subjectivecareer successwas44.39%, 41.67%and 38.59%,
respectively. (3) Job involvement mediates between mentoring relationship and career success.
The proportion of intermediary effects of job investment in the process of career support,
psychosocial support androle model influencing objectivecareer success was 58.62%,
55.54% and 56.51%, respectively. The proportion of intermediary effects in the process of
career support, psychosocial support and role model influencing subjective career success was
42.25 %, 40.90 % and 36.81 %, respectively. (4) Chain intermediary variables consisting of
self-efficacy and job involvement have an intermediary role in the process of influencing
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