面對高度競爭的新職場型態，及科技創新與技術革新的拓展，人才的市場競爭日益激烈。對企業而言，有效且良好的內部人才庫，等同於擁有良好的後勤團隊，除了能確保管理層級的連續，有效縮短組織空缺周期，也能作為企業拓展的人才種子，滿足企業永續經營的需求。
「師徒制」是各大企業中常見的人力培訓策略之一，由資深人員傳授組織文化、職務技能及相關專業知識予資淺或新進人員，資淺人員從中提升員工職能、滿足心理契約及建構未來職涯發展，且增加工作成效進而提升企業業績及競爭實力，同時降低員工流動率，減少流動成本。
本研究主要探討個案I公司業務體系中師徒關係類型對於組織承諾之影響，以及探討其師徒功能所呈現之功能表現樣貌作為研究目的，並透過師徒樣本配對進行深入個案研究，欲對師徒制度達更全面性的了解及探討。本研究目的為二：
一、 探討不同師徒關係類型對師徒功能之影響。
二、 探討不同師徒關係類型之間的交互作用對於組織承諾的之影響。
依據過去文獻收集整理與探討，以及針對個案I公司業務體系中的師徒組合深入訪談後分析，本研究總結以下研究發現：
一、 師徒制度的建立有助於新進人員在未來的職涯發展，不僅是新環境的適應及學習表現，更提供徒弟完整的職涯功能及提升工作技能。此外，師父的言行舉止及態度對徒弟來說是值得學習的楷模標竿，因此則產生強烈的角色模範功能表現。
二、 徒弟對組織產生強烈的規範性承諾及情感性承諾；不過，持續性承諾除了來自於組織內部也受非組織的因素所影響。

Facing the aggressive competition in new workplaces and the expansion of creative and innovative technology, the talent tension in the market became increasingly fierce. For a firm, having an effective talent pool as the same as obtaining good support. It’s not only to secure the continuous management level and shorten the vacancy period in the organization but also can be used as talent explored seed in order to fulfill the firm sustainable needs.
“Mentorship” is the one of common manpower training strategies in major firms. The senior employees as mentors impart firm culture, job skills, and related professional knowledge to junior or newcomer employees as protégé. During this process, the junior employees would upgrade their working skills, satisfy a mental contract with the firm and build career development; furthermore, it could reduce employee turnover rate and cost while increasing working efficiency and promoting the performance and competitiveness of the firm.
The purpose of this case study in I company is to explore the influence of organizational commitment from the various type of mentorship, and also discuss the performance of mentoring function from the different types of mentorship. In order to have a comprehensive understanding of mentorship, this study will have two ideal purposes:
1. Discussion of the influence of mentor function between various types of mentorships.
2. Exploration of the interactive impact of organizational commitment between various types of mentorships.

Based on the collection and discussion of scholarly literature and analysis from depth interviews with mentorships in Case I company, this study summarizes the following findings:
1. The establishment of mentorship would be helpful in Career Development Functions for new recruits. For protégé, this program is not only applied in adapting to the new environment, but also provides a full mentorship function in career and training working skills. Besides, the mentor’s behavior and attitude set as a role model for the protégé; therefore, it creates a strong role modeling function for the protégé.
2. Based on mentorship, the protégé with strong normative commitment and affective commitment in the firm, but their continuance commitment is not merely from the firm, it would be affected by non-firm factors as well.

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