知識已成為當前經濟形勢的動力，企業競爭的重要來源，身處在快速變遷的外部環境，擁有知識才能持續維持組織與個人的競爭優勢（Jakubik, 2007）。個案公司於草創時期採集中大批進用人力，在未來十年內將面臨近50%資深員工年齡屆滿65歲之退休潮。Oakes & Rengarajan（2002）指出組織有80%以上的知識屬於內隱性知識，且大多儲存於員工身上，隨著員工的退休，公司將可能失去重要的智慧資產（Rowe & Widener, 2011）；個案公司為避免多年的累積經驗與智慧資產隨著資深員工的退休而流逝，自民國九十五年底開始推行師徒制，期藉由資深者帶領資淺者，使資淺員工得以快速融入組織，縮短學習時間，落實知識移轉。因此，本研究目的欲藉由個案公司探討師徒制功能對知識移轉成效之影響，且由於師徒關係會受到彼此的關係品質而影響（Fletcher & Ragins, 2007），另以領導者與部屬交換關係品質探討其於兩者之間的調節效果。
本研究採師徒配對問卷發放，回收配對問卷數360份，有效配對問卷數337份，有效配對問卷回收率93.6%，經階層迴歸分析發現師徒制功能對知識移轉成效具有顯著的正向影響；師徒交換關係品質僅對師徒制之職涯功能、社會心理功能與知識移轉成效之間具有調節效果；亦即在師徒交換關係品質較低時，職涯相關功能與社會心理功能對知識移轉成效之間有較強的關聯性。
最後，根據研究結果，本研究討論其在實務上的管理意涵，以期對後續研究者能有所啟發，並提供組織管理者日後在推行知識移轉與經驗傳承時，決策之參考基礎。

Knowledge is the force of economical advance and the source of corporation advantage. Having knowledge can maintain competitive advantage of organization and individual in this fast-changing extrinsic environment (Jakubik, 2007). The case study hires massive employees in the stage of startup period, and is going to face up to 50% of employees retirement within10 years. 80% knowledge of organization belongs to intrinsic knowledge, and mostly stores in the employees (Oakes & Rengarajan, 2002). With the retirement of employees, corporation may lose the important knowledge assets. The corporation in this study has been implementing the mentoring system since 2006 to prevent the loss of long accumulating experience and knowledge assets with the retirement of employees. The corporation in this study expects that new employees can quickly join the organization and absorb the experience and knowledge from older employees through the mentoring system. Because Leader-Member Exchange (LMX) quality affects mentoring relationship, the motive of this study is going to explore the effect of mentoring on knowledge transfer and the moderating effect of LMX quality on both mentoring and knowledge transfer.
This study adopts mentoring paired questionnaire. 360 paired questionnaires are retrieved and the effective paired questionnaire are 337 (93.6%). By hierarchy regression analysis, the result shows that mentoring has positive effect on knowledge transfer. LMX only has moderating effect between the career related and social psychology functions of mentoring and knowledge transfer. Besides, in the low LMX quality, career related and social psychology functions shows stronger correlation on knowledge transfer.
Finally, this study explores the management application and expects to inspire future researcher on related studies. The results of this study may provide the corporation a reference to decide how to implement the knowledge and experience transfer.

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