師徒怎麼配？論師徒功能、員工知識分享與創新行為關係中師徒類型之調節角色

Mentoring relationships is an effective means to facilitate the exchanges of knowledge and experience between senior mentors and junior proteges. Through mentoring relationships, employees can develop professional abilities and be innovative, which increases the competitive edge for the company. Using the protege's perspective, this study examined the relationships among the type of mentoring relationships, mentoring functions proteges received and protege knowledge sharing and innovative behaviors. Furthermore, we examined the moderating role of the type of mentoring relationships in the relationship between mentoring functions and proteges' knowledge sharing and innovative behaviors. We collected data from employees in the financial industry and obtained a total of 324 valid observations. The findings of this study include: First, compared to peer mentoring, proteges in supervisory mentoring received more career and role modeling mentoring functions. Second, mentoring functions positively related to protege knowledge sharing and innovation behaviors. The type of mentorship moderated the positive relationships between career functions and role modeling and proteges' innovation behavior such that the positive relationships were stronger in supervisory mentoring. Theoretical and practical implications of our findings are discussed.