师徒关系结构、作用机制及其效应

The Effect and Influence Factors of Mentoring

最近几年,实践期刊和学术期刊都提出师徒关系会给徒弟、师傅和组织带来利益。在组织情境下,师徒关系已经被看作是一个需要开发的关键人力资源管理活动。师徒关系是一个经验较少的人(徒弟)和一个经验丰富的人(师傅)之间的一种一对一的关系,能够促进经验较少的员工个人经验的积累和技能的提高。近年来国外的研究者们将师徒关系作为人力资源管理领域的一个新的理论生长点,并且作为组织发展人力资源、培养人力资本的工具。本文通过文献梳理,从三个方面对师徒关系的研究进展进行了综述:师徒关系的内涵、师徒关系的测量、师徒关系的效应、影响因素及其拓展研究。最后,在分析现有师徒关系研究基础上,提出未来的研究方向和建议。

In recent years, popular and academic literatures have drawn attention to the benefits that mentoring relationships can offer to proteges, mentors and organizations. Mentoring has been recognized as a key developmental resource in organizational settings. Mentoring refers to one-on-one relationship between a less experienced （i.e. protege） and a more experienced person （i.e. mentor）, and is prototypically intended to advance the personal and professional growth of the less experienced individual. The researchers have defined mentoring as a new theoretical topic in the field of human resource management these years and thought it as a tool of developing human resource and human capital. In this article, we review the antecedents and consequences of mentoring and some expanding researches. The authors conclude by describing research trends and directions for future mentoring research.