第五章 結論
第三節 研究限制與建議
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向關係。對於工作負荷量與工作敬業之間的關係是否受其他變項所調節或影響，
則未來可進一步討論。
第二節 研究貢獻與管理意涵
過往從師父角度來進行師徒制的研究，大多從師父個人特質角度切入，探討 個人層面的特質或師徒配對關係對於徒弟的幫助。然而師父的時間與精力都是師 徒制成功的重要因素之一，了解師父參與意願似乎更能有效提升師徒制品質與普 及率。本篇研究主要偏重影響擔任師父意願的情境因素，希望透過了解情境因素 對於員工擔任師父意願的影響，進而能從組織角度推廣師徒制度。
在情境因素探討的文章中，分別有正向情境因素與負向影響的情境因素，雖 然各能提供不同的實務建議，然而若無法整合比較兩者輕重，則無法在實務情境 中有效改善現況。故本篇研究透過工作要求-資源模式，整合工作要求與工作資 源兩大面向，以其了解個別情境對意願的影響，並進一步比較兩者對員工擔任師 父意願的影響程度。
理論方面，本篇研究透過新的觀點了解現實情況中的壓力情境對於擔任師父 意願的影響，並整合工作資源與工作要求的反應模型，比較兩個重要因素對於員 工的影響，讓師徒關係的情境影響因素能夠更全觀。另一方面，於管理的實務層 面，過往研究的著力點不外乎為多加篩選特質適合的員工擔任師父，然而若高工 作負荷可能造成的負面影響更大而降低工作表現，則應該透過調整員工工作內容 或流程，以推廣師徒制。
第三節 研究限制與建議
過往研究多指出工作要求-資源模型中，顯示工作要求與耗竭感的連結比工 作資源強，員工對於資源損失較為敏感(Lee & Ashforth, 1996)，即使工作資源能
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夠部分緩衝工作要求造成的耗竭感，但因個體對於資源損失較為敏感。可推論師 徒關係中，當員工工作負荷較高的情況下，為了避免資源耗盡，員工仍會傾向集 中精力於績效目標相關的任務上，而降低在師徒關係相關活動中。
然而，過往研究理論驗證結果為此，但主管對於員工具有獎懲等具體權力，
也能影響員工工作方向。若主管支持師徒關係，則可能使員工將師徒關係認定為 與工作目標相關的工作任務，而願意在高工作負荷下投注心力經營師徒關係，故 工作資源路徑的影響，也不容小覷。然而本次研究之知覺師徒關係與工作敬業在 PROCESS 迴歸分析中雖為正相關但並未顯著。可能是本次研究之知覺主管支持 題項為主管對於員工個人較為廣泛的工作上支持，並非對於師徒關係的支持態度。
造成知覺主管支持以提升個人工作敬業間的關係微弱。故在未來知覺主管支持的 量表選擇上，可以使用與師徒功能或關係較為相關的題項內容。
綜合本研究結果，工作負荷量可透過工作耗竭感完全中介，而影響員工擔任 師父意願；工作敬業雖統計結果顯示中介效果不存在，但其方向性則顯示著知覺 主管支持與其擔任師父意願間的正相關。並且兩歷程模式與變項間相關方向符合 工作要求-資源模型。另一部分，迴歸分析結果顯示，工作負荷量與知覺主管支 持兩獨變項對於擔任師父意願影響之程度，唯有知覺主管支持在迴歸分析中達顯 著。雖因指導語對於填答時間性的錯誤，導致兩者關係方向與預期相反。但仍可 推論兩組織情境因素中，知覺主管支持對於員工擔任師父意願影響略大於工作負 荷量對員工造成的負擔。
由於本篇研究採用便利取樣，在產業與工作職級等工作相關變項方面未能加 以平衡與多樣化，樣本異質性可能不夠高。而樣本類型與樣本數方面，原設定徵 求有經驗與無經驗兩類填答者，然而因無經驗者樣本量過低而無法有效分析比對，
建議之後研究可以進一步收集無經驗者對於工作負荷量與知覺主管支持的情境 因素，對其影響的方向性是否與有經驗者一致，也增加研究結果的外在效度。
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其次，本篇研究採用橫斷性研究，無法確實掌握員工後續是否擔任師父，建 議未來至少在兩個時間點施測，以了解員工真實的參與意願。而研究資料皆採集 師父個人自陳資料，可能有共同方法變異問題。然而由此建議未來研究可以收集 兩階段師父意願問卷，了解師徒關係當下情境影響程度，與後續員工是否繼續擔 任師父之間的關係。另一方面，關於在知覺主管支持部分，也可透過收集同一主 管下其他部屬資料，以比對主管對師徒關係的個人支持態度與員工感受到的態 度。
在結果變項的選擇上面，除了員工擔任師父意願，後續研究亦可進一步測量 有經驗者的在工作負荷量大或知覺主管支持的不同下，對於其擔任師父後的分享 行為差異之影響。另外，往後研究亦可進一步探討在工作量與知覺主管支持的不 同情境下，對於擔任師父在關係中所展現的不同功能差別，其結果能使人較為深 刻了解不同情境下是否對於師父在關係中分享功能是否存在差異。
在本次研究中，檢測了情境因素對於師徒關係的影響，並藉由工作要求—資 源模型而對情境因素與擔任師父意願間的了解有較為架構式的瞭解。往後的研究 也可利用 Bakker 及 Demerouti (2007)的工作要求—資源模型驗證比對工作情境 或個人因素對於員工擔任師父意願的影響。除了能多方驗證工作要求—資源模型 在師徒關係間的適用程度，另一方面也能有系統的比較兩個不同路徑對於推廣師 徒關係的影響程度與影響方式。
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