近年來，員工的高流動率已然成為台灣職場的普遍現象，亦是許多企業主與人資部門面臨的棘手問題。組織成員的頻繁流動，造成訓練成本及時間重覆投入及資源浪費。原有成員亦疲於適應人員的來去更替，導致士氣低落影響工作績效，造成惡性循環，對組織是極大損傷。然而在面臨多變的全球市場，組織走向創新或變革是必然之路，在成員持續不斷經歷組織社會化的過程中，管理者該如何穩定軍心提升留職承諾呢？
本研究將以國內上市櫃公司間接人員為對象，探討徒弟所感受之師徒功能與組織社會化程度對其留職承諾造成的影響，更進一步研究組織氣候之調節效果，期許透過建構良好組織氣候的輔助，能促進師徒功能的學習效果與縮減成員適應組織環境的時間，並藉此提高成員留職意願，讓適任之人才可以繼續為組織服務，發揮更高的績效，可作為管理者日後對於人員訓練規劃之參考。
本研究採用量化研究中的問卷調查法，提出五項研究假設，進行驗證性分析。並獲得以下發現：1.師徒功能對留職承諾具有顯著的正向影響。2.組織社會化構面中，只有徒弟所知覺的團隊歸屬對留職承諾具有顯著的正向影響，其餘未達顯著水準。3.組織氣候對師徒功能與留職承諾關係具有調節效果。4.組織氣候對組織社會化與留職承諾關係具有調節效果。5.組織氣候對留職承諾具有顯著的正向影響。
最後依據分析之結論，對於未來相關研究提出管理意涵與實務建議。管理者可透過師徒功能之效益發揮、落實完善的教育訓練計畫、協助員工快速適應環境，組織社會化順利及營造優質良善的組織氣候，提高對組織的認同及留職承諾。

SUMMARY
High turnover of employees has become a common phenomenon in Taiwan. Lots of enterprises invest more and more cost, time and manpower on job training. In addition, existing members are struggling to adapt to the newcomers. The phenomenon will lead the enterprises to low morale and job performance. It is harmful for the enterprises.
The research studies the correlation between mentoring function, organizational socialization and retention commitment for apprentices by the moderating effect of organizational climate.The purpose is to dig out the key factors of retention commitment of apprentices for managers to refer.To study the subject thoroughly, the study proposes five hypotheses and verifies them by using the methods of questionnaire and data analysis.
The results of this research indicate that (1) mentoring function has a significant positive impact upon the retention commitment.(2)organizational socialization has a positive impact upon the retention commitment.(3)organizational climate has a positive moderating effect on mentoring function and retention commitment.(4)organizational climate has a positive moderating effect on organizational socialization and retention commitment.(5)organizational climate has a significant positive impact upon the retention commitment
In the conclusions of the study, some practical suggestions were proposed as follows: Build up an effective mentoring system. Implement comprehensive job training program. Smooth organizational socialization. Createfriendly and joyful organizational climate

Key words: Mentoring Function; Organizational Socialization; Organizational Commitment; Retention Commitment

INTRODUCTION

In recent years, the high turnover rate of employees in the workplace has become a common phenomenon in Taiwan. Moreover, it is also a thorny issue for many enterprises and Human Resources Departments. If enterprises cannot find solutions to improve high turnover rate, they will have to invest more and more high training cost , time and manpower unavoidably. In addition, existing members are struggling to adapt to the new staff. The phenomenon will lead the enterprises to low morale and inefficient job performance. It is a vicious cycle for the enterprises.
However, in the face of volatile global markets, innovation or organizational reform is an inevitable trend for all enterprises. Under the pressure of organizational reform and continuous organizational socialization, how should managers do to stabilize the originations and keep high retention commitments of staff? The research studies the correlation between mentoring function, organizational socialization and retention commitment for apprentices by the moderating effect of organizational climate.

MATERIALS AND METHODS

In order to study the subject thoroughly, the study proposes five hypotheses and verifies them by using the methods of questionnaire. Indirect labors who work in domestic IPO companies in Taiwan were the main subjects of the study. The purpose is to dig out the key factors of retention commitment of apprentices for managers to refer and to prove if emprises can stimulate the retention to stay through the construction of good mentoring system and organizational climate. Then, organizations can keep a higher performance continuously. The results play an important role in HR training programs.
The methods used in data analysis included descriptive statistics; confirmatory factor analysis (CFA), reliability analysis, validity analysis, Pearson product-moment correlation coefficient, hierarchical regression analysis, and statistics software SPSS 18.0 were the analysis tools for the study. Five hypotheses of the research are as follows：
H1: For apprentices, mentoring function has a significant positive impact upon the retention commitment.
H2: For apprentices, organizational socialization has a significant positive impact upon the retention commitment. .
H3: For apprentices, organizational climate has a positive moderating effect on mentoring function and retention commitment.
H4: For apprentices, organizational climate has a positive moderating effect on organizational socialization and retention commitment.
H5: For apprentices, organizational climate has a significant positive impact upon the retention commitment.
RESULTS AND DISCUSSION

After the effective questionnaire retrieved is by statistical analysis and discussion, the study conducted data analysis with 209 valid questionnaires to verify the hypotheses of the study.The findings of the study were as follows:
Hypotheses Questionnaire
H1: For apprentices, mentoring function has a significant positive impact upon the retention commitment. proven
H2: For apprentices, organizational socialization has a significant positive impact upon the retention commitment. Partially proven
H3: For apprentices, organizational climate has a positive moderating effect on mentoring function and retention commitment. proven
H4: For apprentices, organizational climate has a positive moderating effect on organizational socialization and retention commitment. proven
H5: For apprentices, organizational climate has a significant positive impact upon the retention commitment. proven
CONCLUSION

In the conclusions of the study, some practical suggestions were proposed as follows:
1. Build up an effective mentoring system
Mentor plays an important role on job training and role modeling. Effective mentoring system will help the apprentices to master their job more easily and arouse emotional connection to the organization.
2. Implement comprehensive job training program
Managers can construct a solid job training program with mentoring system and assign senior members to guide the junior members. Thus apprentices can get used to organizations and raise the commitment to stay.
3. Smooth organizational socialization
Smoothly organizational socialization goes will help new staff adapt to the organization more quickly and have more recognition on their organizations and strengthen retention commitment.
4. Create friendly and joyful organizational climate
Managers should be committed to creating friendly and joyful organizational climate and establishing an emotional link between members.

1. 丁虹、司徒達賢、吳靜吉(1988)。企業文化與組織承諾之關係研究。管理評論，7，173-198。
2. 行政院主計處官網（2013）政府統計>主計總處統計專區>就業、失業統計>查詢系統>就業失業統計資料查詢系統
http://www.dgbas.gov.tw/ct.asp?xItem=32985&CtNode=4943&mp=1
3. 吳秉恩(1993)。組織行為學。台北市：華泰文化
4. 吳萬益(2011)，企業研究方法，四版，台北：華泰
5. 周希敏譯，1995，Zey M.G.原著，職場導師，台北：方智書局。
6. 林佳暖，2005，師徒關係與組織承諾，國立中央大學人力資源管理研究所碩士論文。
7. 張瑞元、陳心懿、林金賢、施佩玲(2011)。師徒功能對工作倦怠的影響─組織社會化程度的中介作用。人力資源管理學報，11(6)，71-94。
8. 許士軍（1972），有關黎史二氏「組織氣候」尺度在我國企業機構之適用性之探討，國立政治大學學報，第二十六期，103-138。
9. 馮人龍，2013，嚴謹性人格特質與組織社會化之中介式調節效果在師徒功能與組織承諾之關係―以空軍志願役人員為例，國防大學管理學院資源管理及決策研究所碩士論文。
10. 黃麗莉、李茂興合譯（1990），組織行為：管理心理學理論與實務，台北：揚智出版公司。
11. 溫金豐(2005)。新進專業人員的組織社會化戰術與組織認同之關係：工作經驗與成長需求強度的干擾效應。台大管理論叢，15(2)，143-164。
12. Abdullah & Ramay, I. M. (2012). Antecedents of organizational commitment of banking sector employees in Pakistan. Serbian Journal of Management 7(1), 89-102.
13. Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1-18.
14. Allen, T. D., Poteet, M. L., Russell, J. E. A., ＆ Dobbins, G. H. (1997). A field study of factors related to supervisors' willingness to mentor others. Journal of Vocational Behavior, 50(1), 1-22.
15. Allen, T. D., McManus, S. E., & Russell, J. E. A. 1999. Newcomer socialization and stress: Formal peer relationships as a source of support. Journal of Vocational Behavior, 54: 453-470.
16. Allen, T. D., Eby, L. T., Poteet, M. L., Lentz, E., & Lima, L. 2004. Career benefits associated with mentoring for proteges: A meta-analysis. Journal of Applied Psychology, 89: 127-136.
17. Altmann, R. (2000). Forecasting your organizational climate. Journal of Property Management, 65(4), 62-65.
18. Aranya, N., Kushnir, T., & Valency, A. (1986). Organizational commitment in a male dominated profession. Human Relations, 39(5), 433-448.
19. Bass, B. M. (1985). Leadership and performance beyond expectations: Collier Macmillan.
20. Bauer, T. N., Bodner, T., Erdogan, B., Truxillo, D. M., &; Tucker, J. S. (2007). Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes, and methods. Journal of Applied Psychology, 92(3), 707-721
21. Blau, G. J., & Boal, K. B. (1987), Conceptualizing how job involvement and organizational commitment affect turnover and absenteeism, Academy of Management Review, 12(2),288-300.
22. Black, J. S., & Ashford, S. J. 1995. Fitting in or making jobs fit: Factors affecting mode of adjustment for new hires. Human Relations, 48: 421-437.
23. Buchanan, B. (1974), Building organizational commitment: The socialization of managers in work organizations, Administrative Science Quarterly, 19(4), 533-546.
24. Butera, A. M. (2004), “Techniques for diagnosing organizational culture - things to consider before your next acquisition”, Michigan Banker, Vol. 16, No. 9, pp.114-116.
25. Cascio, W.F., 1991. Applied psychology in personnel management, Eaglewood
Cliffs, NJ:Prentice-Hall.
26. Chao, G. T., O’Leary-Kelly, A. M., Wolf, S., Klein, H. J., & Gardner, P. D., 1994. “Organizational socialization: Its content and consequences.” Journal of Applied Psychology, Vol. 79, pp. 730-743.
27. Chao, G. T., P. M. Walz & P. D. Gardner, 1992. “Formal and Informal Mentorships: A comparison on mentoring functions and contrast with nonmentored counterparts.” Personnel Psychology, Vo. 45(3), pp. 619-636.
28. Chatman, J. A.(1991). Matching People and Organization: Selection and Socialization in Pubic Accounging Firms. Administrative Science Quarterly , 36, 459-484.
29. Churchill, G.A.jr., Ford, N.M., & Walker,O.C.jr.(1976), The psychological consequences of role cole conflict and ambiguity in the industrial sales force, in Bernhardt, K.L., ed., Marketing: 1776-1976 and beyond Chicago :American Marketing Association.
30. Cooper-Thomas, H., &; Anderson, N. (2002). Newcomer adjustment: the relationship between organizational socialization tactics, information acquisition and attitudes. Journal of Occupational and Organizational Psychology, 75(4), 423-437.
31. Daniel, M. C., & Charles, K. P. (2001). Socialization Tactics and Person-Organizaiotn Fit . Personnel Psychology, 54, 245-273
32. Darvish, H., Ashtiani, B., Kafashzadeh, A. R., & Farid, S. (2012). Relation between socialization and organizational commitment: a survey between staff in headquarters of Keshavarzi Bank in IR IRAN. Journal of American Science, 8(10). 555-565.
33. DeCotiis, T.A., & Summers, T.P.1987, A Path Analysis of A Model of The Antecedents and Consequences of Organizational Commitment, Human Relations, Vol.40, No.7, pp.445-470.
34. Dessler, G. (1976), Organizational and Management: A contingency approach, Englewood Geiffs, N.Y., Prentice-Hall, 63-69.
35. Donaldson, S. I., E. A. Ensher & E. J. Grant-Vallone, 2000. “Longitudinal Examination of Mentoring Relationships on Organizational Commitment and Citizenship Behavior.” Journal of Career Development, Vol. 26(4), pp. 233-249.
36. Downey, k., D. Hellrigel, M. Phelps, and J. Slocum., 1974. Organizational Climate and Job Satisfaction: A Comparative Analysis, Journal of Business Research, (2).
37. Dreher, G. F., & Ash, R. A.,1990. “A comparative study of mentoring among men and women in managerial, professional, and technical positions.” Journal of Applied Psychology, 75, pp.539-546.
38. Eby, L. T., Allen, T. D., Evans, S. C., Ng, T., & DuBois, D. 2008. Does mentoring matter? A multidisciplinary meta-analysis comparing mentored and non-mentored individuals. Journal of Vocational Behavior, 72: 254-267.
39. EMBA雜誌第275期，2009.
40. Esfahan, M. R. D., Taleghani, M., & Rajaee, M. B. (2013). The effect of internal marketing on outcomes and factors organizational commitment (Case study : Hotels in Esfahan). Journal of Basic and Applied Scientific Research, 3(1), 429-435.
41. Etzioni, A. (1964). Modern organizations: Prentice-Hall Englewood Cliffs, NJ.
42. Fagenson, E. A., 1989. “The mentor advantage: perceived career/job experiences of protégés versus non-protégés.” Journal of Organizational Behavior, Vol. 10, pp. 309-320.
43. Fagenson-Eland, E. A., M. A. Marks & K. L. Amendola, 1997. “Perceptions of mentoring relationships.” Journal of Vocational Behavior, Vol. 51, pp. 29-42.
44. Farrell, D., & Rusbult, C. E. (1981). Exchange variables as predictors of job satisfaction, job commitment, and turnover: The impact of rewards, costs, alternatives, and investments. Organizational behavior and human performance, 28(1), 78-95.
45. Feldman, D. C., 1976 “A contingency theory of socialization.” Administrative Science Quarterly, Vol. 21, pp. 433-452.
46. Fisher, C. D. (1986). Organizational socialization: An integrative review. In K. M. Rowland &; G. K. Ferris (Eds.), Research in personnel and human resources management (Vol. 4, pp. 101-145). Greenwich, CT: JAI Press.
47. Forehand, G. A., & Gilmer, B. V. H. (1964), Environmental variation in studies of organizational behavior, Psychological Bulletin, 62, 228-240.
48. Glick, W. H. (1985), Conceptualizing, measuring organizational and psychological climate: Pitfalls in multilevel research, Academy of Management Review, 10, 601-616.
49. Halpin, A.W., & Croft, D.B(1962), The organizational climate of school, Washington D.C.: U.S. Office of Education.
50. Hellriegel, Slocum & Woodman, 1989, Organization Behavior, 5th, St. Paul: West Publishing Company, pp. 63.
51. Hrebiniak, L. G.& Alutto, J. A. (1972), Personal and role-related factors in the development of organizational commitment, Administrative Science Quarterly, 17(4), 555-573
52. Hunt, D. M., & C. Michael, 1983. “Mentorship: A Career Training and Development Tool.” Academy of Management Review. Vol. 8, pp. 475-485
53. Irene Hau-Siu Chow. (2002). Organizational socialization and career success of Asian managers. The International Journal of Human Resource Management, 13 (4), 720-737.
54. Jaramillo, F., Mulki, J. P., & Marshall, G. W. (2005). A meta-analysis of the relationship between organizational commitment and salesperson job performance: 25 years of research. Journal of Business Research, 58(6),705-714.
55. Jones, A.P., & James, L.R. (1979). Psychological climate: Dimensions and relationships of individual and aggregated work environment perceptions.
Organization Behavior and Human Performance, 23(2): 201-250.
56. Jones G. R., 2001. Organizational Theory. Prentice Hall.
57. Kantor, R. M. (1968), Commitment and social Organization, American Socialogical Review, 33,499-517
58. Kram K. E., 1983. “Phases of the mentor relationship.” Academy of Management Journal, Vol. 26, pp. 608-625.
59. Kram, K. E., 1985(a). Mentoring at Work: Developmental Relationships in Organizational Life. Glenview, IL: Scott, Foresman.
60. Kram, K. E., 1985(b). “Improving the mentoring process.” Training and Development Journal, Vol. 39, pp. 16-23.
61. Kushman, J. W. (1992), The organizational dynamics of teacher workplace commitment: A study of urban elementary and middle schools, Educational Administration Quarterly, 28,5-42
62. Lankau, M. J., & Scandura, T. A. 2002. An investigation of personal learning in mentoring relationships: Content, antecedents, and consequences. Academy of Management Journal, 45: 779-790.
63. Levinson, D. J., C. K. Darrow, E. B. Klein, M. H. Levinson & B. McKee, 1978. The Seasons of a Man’s Life. New York: Alfred A. Knopf
64. Lewin, K. (1939). Field theory and experiment in social psychology: concepts and methods. American Journal of Sociology, 44(6), 868-896
65. Lewin, K. (1951), Field theory in social science , New York: Harper & Bros. Co
66. Likert, R., 1967. The human organization: its management and value. New York: McGraw-Hill. Book Company.
67. Litwin, G.G. & Stringer, R. A. (1968), Motivation and Organizational Climate, Boston: Harvard University Press.
68. Louis M.R., 1980. “Surprise and sense making: What newcomers experience in entering unfamiliar organizational settings.” Administrative Science Quarterly, Vol.25, pp. 226-251.
69. Manzoor, M. & Naeem, H. (2011). Relationship of organization socialization with organizational commitment and turnover intention: moderating role of perceived organizational support. Jnterdisciplinary Journal of Contemporary Research in Business, 3(8), 515-529.
70. Mathieu, J. E., Zajac, D. M. 1990, A review and meta-analysis of the antecedents, correlates,and consequences of organizational commitment, Psychological Bulletin, 108(2), 171
71. Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237-240.
72. Morris, J. H., & Sherman, J. D. (1981), Generalizability of an organizational commitmentmodel, Academy of Management Journal, 24(3), 512-526.
73. Mottaz.1988, Determinants of Organizational Commitment, Human Relations, vol.41(6), pp.467-82.
74. Mowday, R. T., Steers, R. M., & Porter, L. W. (1979), The measurement of organizational commitment. Journal of Vocational Behavior, 14, 224-247
75. Mowday, R. T., Steers, R. M., & Porter, L. W.(1982), Employee-organization linkages: The psychology of commitment absenteeism, and turnover, San Diego, CA: Academic Press
76. Mullen, E. J., 1994. “Framing the mentoring relationship as an information exchange.” Human Resource Management Review, Vol. 4, pp. 257-281.
77. Patterson, Malcolm Warr, Peter West, Michael,(2004), Organizational climate and company productivity: The role of employee affect and employee level
78. Patterson M. G., West M.A., & Shackleton V. J. et al., 2005. Validating the organizational climate measure: links to managerial practices, productivity and innovation, Journal of Organizational Behavior, 6.
79. Porter, L., &; Steers, R. (1973). Organizational, work, and personal factors in employee turnover and absenteeism. Psychological Bulletin, 80(2), 151-176
80. Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974), Organizational commitment, job satisfaction and turnover among psychiatric technicians, Journal of Applied Psychology, 59(5), 603-609
81. Porter, L. W., Crampon, W. J. & Smith, F. J. (1976), Organizational commitment and managerial turnover: A longitudinal study, Organizational Behavior and Human Performance, 15, 87-98
82. Pritchard, R .D., & Karasick, B. W. (1973b), The effects of organizational climate on managerial job performance and job satisfication, Organizational Behavior and Human Performance, 6, 126-146.
83. Pritchard, R. D., & Karasick, B. W. (1973a), The effects of organizational climate on managerial job performance and job satisfication, Organizational Behavior and Human Performance, 9, 110-119.
84. Ragins, B. R. & Terri A. Scandura, 1999. “Burden or blessing? Expected costs and benefits of being a mentor.” Journal of Organizational Behavior, Vol. 20, pp. 493-509.
85. Ragins, B. R., & D. B. McFarlin, 1990. “Perceptions of Mentor Roles in Cross-gender Mentoring Relationships.” Journal of Vocational Behavior, Vol. 37, pp. 321-339.
86. Ragins, B. R., 1997. “Diversified mentoring relationship: A power perspective.” Academy of Management Review, Vol. 22, pp. 482-521.
87. Reichers, A. E. (1985), A review and reconceptualization of organizational commitment, Academy of Management Review, 10(3), 465-476.
88. Reichers, A. F., Wanous, J. P., & Steele, K. (1994). Design and implementation issues in socializing (and resocializing) employees. Human Resource Planning 17(1), 17-25
89. Reyes, P. (1990), Teachers and their work place: Commitment, Preference and Productivity, California: SAGE Publications
90. Robbins, S. P. (1998), Organization Behavior, 8th(Ed), New Jersey: Prentice-Hill .
91. Rousseau, D.M. 1988. The construct of climate in organizational research,
International Review of industrial and organizational psychology, NY.
92. Russell, J. E. A., & Adams, D. M. (1997). The changing nature of mentoring in organizations: An introduction to the special issue on mentoring in organizations. Journal of Vocational Behavior, 51, 1-14.
93. Saks, A. M., & B. E. Ashforth, (1997). A longitudinal investigation of the relationships between job information sources, applicant perceptions of fit, and work outcomes. Personnel Psychology, 50, 395-426.
94. Scandura, T. A., & Ragins, B. R. (1993). The effects of sex and gender role orientation on mentorship in male-dominated occupations. Journal of Vocational Behavior, 43, 251-265.
Schein, E. H. (1968). Organizational socialization and the profession of management. Industrial Management Review, 9(2), 1-16.
95. Scandura, T. A., 1992. “Mentorship and career mobility: An empirical investigation.” Journal of Organizational Behavior, Vol. 13, pp. 169-174.
96. Schein, E. H., 1968. “Organizational socialization and the profession of management.” Industrial Management Review, Vol.9, pp1-16.
97. Schein, E., 1984. Coming to a new awareness of organizational culture, Sloan Management Review, 25(2).
98. Schein, E.H., 1985. Organizational culture and leadership：A dynamic view, San Francisco: Jossey-Bass.
99. Schneider, B., & Hall, D.T., 1972. Toward specifying the content of work climate: A study of roman catholic diocesan PRIESTS, Journal of Applied Psychology, 56(6).
100. Schneider, B. and Snyder, R. A. (1975), “Some relationships between job satisfaction and organizational climate”, Journal of Applied Psychology, Vol. 60, pp. 318-328
101. Schnieder B. & Bartlett C.J.(1970), Individual Differences and Organizational Climate: Ⅱ.Measurement of Organizational Climate by Multitrait Multirater Matrix, Personnel Psychology, 23, 493-512
102. Shim, M. (2010). Factors influencing child welfare employee's turnover: Focusing on organizational culture and climate. Children and Youth Services Review, 32(6): 847-856.
103. Sisk, H.L.(1969), principles of management: A systems approach to the management process, Cincinnati: South-western Pub. Co
104. Sopow, E. (2006), “The impact of culture and climate on change programs”, Strategic Communication Management, Vol. 10, No. 6, pp. 14-17.
105. Stallworth, H. L., 2003. “Mentoring, organizational commitment and intentions to leave public accounting.” Managerial Auditing Journal, Vol. 18(5), pp. 405-418.
106. Staw, B. (1977). Stress two side of commitment. Paper presented at the National Meeting of the Academy of Management.
107. Steers, R. M. (1977). Antecedents and outcomes of organizational commitment. Administrative science quarterly, 46-56.
108. Stevens, J. M., Beyer, J. M., & Trice, H. M. (1978), Assessing personal, role, and organizational predictors of managerial commitment, Academy of Management Journal, 21(3), 380-396
109. Tagiuri R, Litwin G H ed,1968. Organizational climate: Exploration of a concept. Boston: Harvard University Press,.
110. Van Maanen, J., & Schein, E. H. (1977). Career development, in Hackman, J.R. and Shuttle, J.L. (Eds), Improving Life at Work, Goodyear, Santa Monica, CA.
111. Van Maanen, J., & Schein, E. H. (1979). Toward a theory of organizational socialization. Research in Organizational Behavior, 1, 209-264.
112. Wanberg, C. R., Welsh, E. T., & Hezlett, S. A. (2003). Mentoring research: a review and dynamic process model. In Research in Personnel and Humman Resourses Management (Vol. 22, pp. 39-124).
113. Watkin, C. and Hubbard, B. (2003), “Leadership motivation and the drivers of share price: the business case for measuring organizational climate”, Leadership & Organization Development Journal, Vol. 24, No. 7, pp. 380-386
114. Whyte, W. H., 1956, The Organizational Man, New York： Simon and Schuster
115. Wiener, Y. 1982, Commitment in organizations: A normative view, Academy of Management Review, 7(3), 418-428.
116. Wichman, F. & T. Sjodin, 1998. Mentoring.　（成功－有師為伴，李碧芬譯，台北：麥格羅希爾台灣分公司。）
117. Willbur, J., 1987. “Does mentoring breed success?” Training & Development Journal, Vol. 41, p38-41.
118. Wilson, James A. & Nancy S. Elman, 1990. “Organizational Benefits of mentoring.” Academy of Management Executive, Vol.4, pp. 88-94.
119. Zey, M. G. (1995). The Mentor Connection. Homewood, IL: Dow Jones-Irwin.