以人力資源發展的觀點來看，師徒關係（Mentoring Relationships）是一項重要的發展工具，主要透過師父與徒弟之間的互動，達到教學相長、組織成員的凝聚、知識與文化傳承的目標；換言之，師徒關係不但有助於提升徒弟的工作能力與績效，更會影響其態度與組織行為。為了暸解師徒關係為徒弟與組織所帶來的效益，本研究除了探討不同師徒關係類型組合對於師徒功能的影響，更以最具代表性的組織行為指標－組織承諾（Organizational Commitment）為師徒關係的後果變項，作進一步的研究分析。
本研究以台灣金融服務業的員工為母體，透過隨機抽樣的方式進行問卷調查。研究結果發現，在非正式且直屬的師徒關係中，徒弟可獲得最多的職業功能與社會支持功能。這可能是因為在非正式制度中，徒弟有很大的空間與自由以選擇個性或思想相近的師父，若師父與徒弟之間同時存在從屬關係，則雙方的學經歷或技能較為相似，師父更能以過來人的經驗提供即時的諮詢與協助，因而導致徒弟所認知的職業功能與社會支持功能較高。
另外，角色楷模功能對於組織承諾的影響最為顯著，同時與其他師徒功能之間存在線性重疊的關係。本研究推論，一個能讓徒弟欽佩的師父，不但能夠展現可作表率的行為、態度，並能適時從旁提供徒弟協助，隨時關心徒弟的職涯發展、注意徒弟的相關訓練，給予社會與心理上的支持，因此，有助於提升徒弟對於組織的承諾程度。

一、中文部分
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林宜珍，2002，工作特性、管理模式與工作滿足、組織承諾關係之研究－以流通業個案為例，國立中央大學人力資源管理研究所碩士論文。
林俊宏，2003，師徒的概念及影響互動歷程之因素－由本土組織觀點探討，私立輔仁大學心理學研究所碩士論文。
卓筱淇，2003，師徒性別配對與師徒功能及其後果變項關聯性之研究，私立中原大學企業管理研究所碩士論文。
張瑞當、徐漢祥、倪豐裕，2001，公平性認知對組織成員工作滿意度與組織承諾影響之實證研究，中山管理評論，第九卷，頁135-163。
高美琴，2001，師徒間認知差異對知識移轉績效之影響：調節模式的驗證，國立東華企業管理研究所碩士論文。
郭忠禎，2000，新進人員生涯成熟與適應行為之研究－以高科技公司之職員為例，私立逢甲大學企業管理研究所碩士論文。
曾慧珍，2003，師徒關係及員工社會化程度對個人組織契合度之影響：以航空運輸業為例，私立中原大學企業管理研究所碩士論文。
黃亞筠，2000，組織社會化實務、資訊尋找行為與高科技產業中新進專業人員的組織承諾之關係，國立中山大學人力資源管理研究所碩士論文。
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楊登伍，2004，師徒關係對組織承諾與組織公民行為影響之研究－國稅局稅務人員之分析，私立銘傳大學公共事務學研究所碩士論文。
詹瑜蕙，2000，師徒制與員工生涯發展之研究：以壽險業為例，國立台灣師範大學工業科技教育研究所碩士論文。
劉筱寧，2001，徒弟個人特質、性別角色與師徒關係類型、性別組合對師徒功能影響之研究，私立中原大學企業管理研究所碩士論文。
蕭惠文，2004，影響教導行為因素之探討－一項貫時性之研究，國立中央大學人力資源管理研究所碩士論文。
滕慧敏，2002，師徒功能對工作－家庭衝突影響之研究，私立中原大學企業管理研究所碩士論文。
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