| Summary: | 碩士 === 國立中央大學 === 人力資源管理研究所 === 98 === The Graduate Institute of Human Resource Management at the National Central University annually invites senior HR managers of corporations to act as mentors for the second-year graduate students. Mentors provide functions of coaching and mentoring, such as discussing school work with students, providing direction of career development to students, discussing job attitude and difficulties in life with students, and so forth. As mentioned above, mentors provide students with three supportive functions depicted in many references about mentoring; therefore, this research aims to understand the relationship between perceptions of mentoring functions and workplace individual learning and how they interact when feedback acceptance moderates the process. More importantly, this research mainly evaluates if mentor is beneficial to graduates’ workplace learning in future workplace. A total of 275 alumni are surveyed in this research. Perceptions of mentoring functions alumni acquired during their second year of graduate school are defined as an independent variable, feedback acceptance defined as a moderating variable, and this study examines how perceptions of mentoring functions influence workplace individual learning. The results indicated role modeling influences relational job learning, and it strongly influences relational job learning when feedback acceptance is high. As far as research suggestions are concerned, firstly, fit mechanism should be introduced in the mentoring system, which further helps mentors and achieves learning by teaching. Secondly, it is suggested that mentor is introduced in the formal curriculums of Graduate Institute of Human Resource management. Finally, aimed at improvement of mentoring system, it is suggested that mentors and protégés fill out the satisfaction surveys at the end of the program of mentoring. Accordingly, implementation process of mentoring can be better understood.
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