| Summary: | 碩士 === 國立高雄應用科技大學 === 資訊管理系碩士在職專班 === 105 === The purpose of this study is to investigate how three constructs, organizational identification, job performance, and mentoring, are interrelated with each other, focusing on whether mentoring can moderate the effect of organizational identification on job performance in military organizations. Related studies are first used to make research hypotheses. Then, Organizational Identification Scale, Job Performance Scale, and Mentoring Scale are adopted as the research instruments. The survey has been administered to 240 participants in military organizations in southern Taiwan. The total number of the valid questionnaires is 202. The results of the statistical analyses of the data are as below.
1.Organizational identification is significantly correlated with job performance.
2.A significant positive effect of organizational identification on job performance is found when mentoring is used as a moderator.
The findings of this study confirm organizational identification, job performance and mentoring are interrelated with each other. Based on the results, suggestions are made as follows:
1.The higher the organization identification is, the better the job performance is. Therefore, an organization should strive to provide human care for its personnel and create a positive image of the organization so as to build organizational identification and enhance job performance.
2.As functions of career development and role modeling in the mentoring system moderate the process, the discrepancies between the extents of organizational identification of mentors and mentees might cause opinion conflicts and have a negative impact on job performance. Accordingly, the organization is suggested to distribute proper power and obligation to the mentors. The positive effect of mentoring can then develop organizational loyalty and identification, which then leads to high work efficiency.
Keyword: Organization Identification, Job Performance, Mentoring
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