| Summary: | 碩士 === 中原大學 === 企業管理研究所 === 91 === ABSTRACT
Mentorship is an intense exchange of work experiences exchange between an experienced senior colleague（mentor）and a less experienced junior colleague（protégé）。Gender is a complex factor in mentoring relationship.
In view of literatures, most prior research has examined independent main effects of the mentor’s or protégé’s gender without considering the gender composition of the mentoring relationship. This study collects empirical data from the managers and professionals. A total of 327 completed questionnaires were returned. By statistical analyzing the study has provided four important conclusions as follows：
1. Protégé with mentoring relationships will perceived more mentor functions than those in the diversified mentoring relationships. Especially, male protégés with male mentor report more career development functions than those in the type other of mentoring relationship.
2. Mentoring functions is positively related to job satisfaction. The more mentoring functions that protégé perceived, the higher degree of jobsatisfaction he/she acquired. The Mentor function is positively related to job satisfaction. The result indicated that protégé perceived receiving more mentor functions and protégé would acquire more job satisfaction.
3. There is no significant correlation between mentoring functions and turnover intention.
4. There is no significant correlation between the gender composition of mentoring relationship and job satisfaction.
From these conclusions, this study suggests that mentorships should be encouraged in the business organizations for its remarkeable consequences such as higher job satisfaction and lower turnover rate. However, the gender composition of this mentoring relationship would be an important factor on the results of mentoring.
Keywords：mentoring dyads 、mentor functions、
job satisfaction、turnover intention
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