企業成敗在於人，除了識才惜才外，若沒有教導人才的良師，璞玉也不會變成和氏璧。成功師徒制須由組織支持與師徒間良性互動才可能成功，進而達到師徒間的知識移轉。本研究根據天下雜誌1000大製造業、500大服務業、100大金融業之人力資源從業人員的徒弟問卷，透過量化方式，探討師徒間人際信任、知覺組織支持對知識移轉程度的影響，並驗證師徒功能是否扮演中介角色。
本研究採便利抽樣方式，透過問卷進行實證研究，回收115 份。利用相關分析、多元迴歸分析、獨立樣本t檢定、層級迴歸分析，其研究發現：
1.人際信任對師徒功能有部分正向影響。
2.認知信任對職業發展功能、角色楷模功能及知識移轉程度有正向影響。
3.情感信任對心理支持功能與角色功能有正向影響。
4.人際信任對知識移轉程度有部分正向影響。
5.知覺組織支持對師徒功能有部份正向影響。
6.知覺組織支持對職業發展功能、角色楷模功能、知識移轉程度有正向影響。
7.師徒功能對知識移轉程度有部分正向影響。
8.職業發展功能、角色楷模功能對知識移轉程度有正向影響。
9.師徒功能在人際信任與知識移轉程度扮演中介角色。
10.師徒功能在知覺組織支持與知識移轉程度扮演部份中介角色。

Success or failure of business lies in people. In addition to showing the employers’ recognition and concerns about the recruits, the enterprise culture must be with organizational support, mentoring interpersonal trust established between the mentors and the apprentices through which the latter can learn the successful experience of their masters and turned it into their own experience and wisdom. Only then “an ordinary rough stone can be made a precious piece of jade ornament”. This research is from the point of view of the recruits practicing apprentice system and interpersonal trust and organizational support, to study the extent and influence of knowledge transfer between master and apprentice. It was completed in the form of questionnaire, through quantitative methods, on the 1000 large manufacturers as reported by the Commonwealth Magazine, 500 service, 100 employees in the financial industry and human resources Apprentice. And the study is also to verify whether the mentoring functions play the mediating role in knowledge transfer.
The study used mentor-protégé dyads questionnaires. A total of 250 copies of questionnaires were sent. After screening questionnaires with incomplete answers, the research involves 115. Our response rate is 46%. Using analytic hierarchy, the results are as follows:
1. Interpersonal Trust has some positive influence on Mentoring Functions
2. Cognition-based Trust has positive influence on vocational Career Functions, Role Modeling and Knowledge Transfer
3. Affection-based Trust has significant positive influence on Psychosocial Functions and Role Modeling
4. Interpersonal Trust has some positive influence on degree of Knowledge Transfer
5. Perceived Organizational Support has some significant positive influence on Mentoring Functions
6. Perceived Organizational Support has significant positive influence on Career Function, Role Modeling and degree of Knowledge Transfer
7. Mentoring Functions has some significant positive influence on degree of Knowledge Transfer
8. Career Function, Role Modeling have significant positive influence on degree of Knowledge Transfer
9. Mentoring functions has fully mediating effect between Interpersonal Trust and degree of Knowledge Transfer
10. Mentoring function has partial mediating effect between Perceived Organizational Support and degree of Knowledge Transfer.

一、中文部分
EMBA雜誌編輯部（2009）。在公司推行師徒制。EMBA世界經理文摘，275，5-6。
王保進（1999）。視窗版SPSS 與行為科學研究，台北市：心理。
王筱蘋（2009）。師父利益、知覺組織支持及對徒弟期待與徒弟適應性績效之關係─以師徒功能為中介變項。東吳大學商學院企業管理學系碩士班碩士論文，未出版，台北市。
司徒達賢（1999）。人人都該學做好老師。天下雜誌，221，244-245。
伍忠賢（2001）。知識管理：策略與實務。台北市：華泰文化。
江逸之、彭昱融、張蕙蘭（2009）。決戰教導力。天下雜誌特刊，16，26-51。
吳明隆（2007）。SPSS操作與應用-問卷統計分析實務。台北市：五南。
吳宗憲（2009）。人脈關係網絡對師徒制知識移轉影響之研究-以南山人壽保險公司為例。國立台灣師範大學工業科技教育研究所碩士論文，未出版，台北市。
吳美蓮（2005）。找一位良師—師徒關係對女性工作適應與職涯晉陞的影響師徒關係。T&D飛訊，35。
呂鴻德、朱倍瑩（2002）。知識整合、創新策略與知識移轉績效關係之研究。中華管理學報，3（1），59-74。
沈慶龍、楊婉菁（2009）。探討互動機制、模糊性與雙鏈系絡因素對知識移轉績效影響之研究：一整合性架構與實證研究。電子商務研究，7（2），171-208。
汪文軍（2007）。師父利益及前因對徒弟忠誠度影響之研究，高雄應用科技大學人力資源發展研究所碩士論文，未出版，高雄市。
李碧芬（譯）。（1998）。F. Wickman. & T. L. Sjodin著。成功—有師為伴。台北市：美商麥格羅希爾。
李全福（2001）。師父的個人特質、組織情境因素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，未出版，桃園縣。
李佳怡（2000）。知覺組織支持對員工工作態度影響之研究。國立中山大學人力資源管理研究所人力資源管理研究所，未出版，高雄市。
李祈仁（2007）。原住民地區國小學生網路自我學習適應的知識移轉影響因素及其模式研究。國立高雄師範大學工業科技教育學系博士論文，未出版，高雄市。
李祥銘（2009）。我國金融產業購併後組織認同與組織承諾之研究。國立台北大學企業管理學系博士論文，未出版，台北市。
邱正翰（2001）。企業知識管理架構通用模式之初期探討研究。國立臺灣大學工業工程學研究所碩士論文，未出版，台北市。
林倩如（2010）。心理契約滿足、知覺組織支持、組織犬儒主義對服務導向組織公民行為影響之研究。國立台灣師範大學工業科技教育研究所碩士論文，未出版，台北市。
卓筱淇（2002）。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學研究所碩士論文，未出版，中壢市。
柯火烈（2006）。IBM 挑選Top 20％精英，栽培明日接班人。2006年4月12日，取自http://college.itri.org.tw/HCMarticle.aspx?id=113&cid=0&type=artl
高美琴（2002）。師徒間認知差異對知識移轉績效之影響：調節模式的驗證。國立東華大學企業管理研究所碩士論文，未出版，台北市。
孫嘉聆（2008）。人格特質、人際信任與團隊互動過程對知識分享行為之影響。私立淡江大學會計學系碩士班，未出版，新北市。
張俊福（2010）。後ECFA時期，貿易局將與業界爭取中國大陸內需市場商機。2010年7月16日，取自http://cdnet.stpi.org.tw/techroom/policy/2010/policy_10_086.htm
張育誠（2004）。師徒關係中知識分享歷程及其結果。國立中正大學勞工研究所碩士論文，未出版，嘉義市。。
黃瑜華（2010）。師徒相似性、人際信任與師徒功能對於知識移轉關係影響之研究。國立台灣師範大學工業科技教育研究所碩士論文，未出版，台北市。
黃賀、蘇英芳（2005）。我國銀行業人際信任度之研究。人力資源管理學報，5（3），1-20。
黃芝瑄（2007）。師父利益及前因對部門績效影響之研究。國立高雄應用科技大學人力資源發展研究所碩士論文，未出版，高雄市。
郭佳琳、吳淑鈴（2010年，11月）。因應金融海嘯之人力資源管理措施對商管學院學生之組織吸引力的影響-以七間製造業公司為例。論文發表於國立中正大學舉辦之「第六屆海峽兩岸組織行為與人才開發學術研討會」，嘉義縣。
陳玉軒（2005）。組織中人際信任的形成之探索性研究。國立政治大學公共行政學系研究所碩士論文，未出版，台北市。
陳念姍（2006）。師徒制對客服人員職業適應之研究。國立台灣師範大學工業科技教育研究所碩士論文，未出版，台北市。
陳見來（2008）。組織公民行為前置因素之研究 -以本國銀行行員為例。國立東華大學高階經營管理碩士在職專班，未出版，花蓮市。
陳雅蒨（2008）。師徒相似性對師徒功能影響之研究－以對偶層次觀點分析，國立臺灣科技大學企業管理系碩士論文，未出版，台北市。
陳慧慈（2008）。承諾基礎人力資源實務與派外人員知識傳播能量對知識移轉程度之影響研究。私立東吳大學國際經營與貿易學系國際企業組碩士論文，未出版，台北市。
陳墀元、楊仁壽（2006年，3月）。組織即興、組織學習與組織慣例之內生性演化。論文發表於國立中興大學舉辦之「企業管理國際學術論壇暨研討會」，台中市。
陳文東（2001）。服務業知識管理--以中菲行航空貨運承攬股份有限公司為例。國立台灣科技大學管理研究所碩士論文，未出版，台北市。
陳詩吟（2006）。以知識需求者觀點探討職能本位、人際信任與需求者本位知識分享。私立大葉大學人力資源暨公共關係學系碩士論文，未出版，桃園市。
陳帥堯（2009）。組織正義與組織氣候對知識分享意圖之影響—以社會交換理論觀點。國立成功大學企業管理學系碩博士班，未出版，台南市。
陳麗玉（2007）。企業實施師徒制之個案研究。國立台灣師範大學工業科技教育學系在職碩士論文，未出版，台北市。
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，未出版，台北市。
楊振甫（2006）。跨領域內隱知識移轉過程之探索性研究─以工業設計為例。國立成功大學企業管理學系碩士班，台南市。
廖述賢、費吳琛、周繼文（2008）。知識取得、知識移轉與創新能力相關性研究。科技管理學刊，13（1），101-134。
傅衡宇、余坤東、鄒瑞平（2008）。師徒功能與訓練遷移成效關聯性之研究。中華管理學報，9（2），1-15。
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。中原大學企業管理學系碩士學位論文，未出版，桃園縣。
劉怡蘭（2006）。師徒關係對組織社會化的影響。國立中央大學人力資源發展研究所碩士論文，未出版，中壢市。
蘇泰綸（2008）。派外人員文化新奇性與知識傳播能量對知識移轉之影響研究。私立東吳大學國際經營與貿易學系研究所碩士論文，未出版，台北市。
謝哲豪（2004）。組織政治知覺、信任與知識分享關係之研究。國立中山大學人力資源管理研究所碩士論文，未出版，高雄市。
謝朝凱（2009）。師徒制對知識移轉動機和成效間之關係探討 ---以台中縣市工具機械產業為例。臺中技術學院事業經營研究所，未出版，台中市。
簡夏蓉（2005）。知識型產業之知識移轉績效影響因素研究~以企管顧問業為例。私立中原大學企業管理學系碩士學位論文，未出版，桃園縣。
藍雅如（2003）。知識獲取來源與人力資源專業職能發展關聯性之研究。國立中央大學人力資源管理研究所碩士學位論文，未出版，桃園縣。　
羅家德（2003）。 企業關係管理，台北市：聯經。
羅豐翔（2008）。影響企業實施教導(Coaching)制度的成功因素。國立中央大學人力資源管理研究所碩士學位論文，未出版，桃園縣。
韓志翔、江旭新、楊敦程（2009）。高承諾人力資源管理、知覺組織支持、信任與知識分享之關係探討：跨層次的分析。管理評論，28（1）， 25-44。
鄭仁偉（2004）。人際信任模型之質化研究。行政院國家科學委員會專題研究計劃成果報告（NSC93-2416-H011-012）。台北市：國立台北科技大學研究所。
盧芬（2008）。企業接班人內隱知識管道之研究。私立中國文化大學勞動學研究所碩士學位論文，未出版，台北市。　

二、外文部分
Allen, M.W., Armstrong, D. J., Reid, M. F., & Riemenschneider, C. K. (2008). Factors impacting the perceived organizational support of it employees. Information and Management , 45(8), 556-563.
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, 1-22.
Allen, T. D., Poteet, M. L., & Burroughs, S. M. (1997). The mentor’s perspective: A qualitative inquiry and future research agenda. Journal of Vocational Behavior, 51, 70-89.
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(1), 127-136.
Allen, T.D., Lentz, E. & Day, R. (2006). Career success outcomes associated with mentoring others: A comparison of mentors and non-mentors. Journal of Career Development, 32, 272-285.
Argote, L. & Ingram, P. (2000). Knowledge transfer : A basis for competitive advantage in firms. Organizational Behavior and Human Decision Processes, 82 (1), 150-169.
Armeli, S., Eisenberger, R., Fasolo, P., & Lynch, P. (1998). Perceived organizational support and police performance: The moderating influence of socioemotional needs. Journal of Applied Psychology, 83, 288-297.
Arnold, T., & Spell, C. S. (2006). The relationship between justice and benefits satisfaction. Journal of Business and Psychology, 20(4), 599-620.
Aryee, S., Chay, Y. W., & Chew, J. (1996). The motivation to mentor among managerial employees. Group and organization Management, 21, 261-277.
Aselage, J., & Eisenberger, R. (2003). Perceived organizational support and psychological contracts: a theoretical integration. Journal of Organizational Behavior, 24, 491-509.
Bandura, A. (1986). Social foundations of thought and action: A social-cognitive theory. Englewood Cliffs, NJ: Prentice-Hall.
Barber, B. (1983). The Logic and Limits of Trust. New Brunswick, NJ: Rutgers Univ Press.
Barney, J. B. & Hansen, M. H. (1994). Trustworthiness as a source of competitive advantage. Strategic Management Journal, 15, 175-192.
Baron, R. M. & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51 , 1173-1182.
Bhanthumnavin, D. (2003). Perceived social support from supervisor and group members’ psychological and situational characteristics as predictors of subordinate performance in that work units. Human Resource Development Quarterly, 14(1), 79-97.
Blau, P. M. (1964). Exchange and Power in Social Life. New York: Wiley.
Bozionelos, N., & Wang, L. (2006). The relationship of mentoring and network resources with career success in the Chinese organizational environment. The International Journal of Human Resource Management, 17(9), 1531-1546.
Burke, R. J., & McKeen, C. A. & McKenna, C. (1993). Correlates of mentoring in organizations: The mentor’s perspective. Psychological Reports, 72, 883-896.
Cabrera, E. (2003). Socio-psychological aspects of knowledge sharing in organizations. Proceedings of the 7th Conference on International Human Resource Management, Limerick.
Chao, G. T., & Walz, P.M., & Gardner, P. D. (1992). Formal and informal mentorship: A comparison of mentoring functions and contrast with nomentored counterparts. Personnel Psychology, 45, 1-16.
Chowdhury, S. (2005). The role of affect and cognition based trust in complex knowledge sharing. Journal of Managerial Issues, 17, 310-326.
Das, T. K. & Teng, B. (1998). Between trust and control, developing confidence in partner cooperation in Alliances. Academy of Managrment Review, 23(3), 491-512.
Dansky, K. H. (1996). The effect of group mentoring on career outcomes . Group and organization management, 21(1), 5-21.
Davenport, T. H., & Prusak, L. (1998). Working knowledge : how organizations manage what they know. Baston , MA: Harvard Business School Press.
Delery , J. E., & Doty, D. H. (1996). Modes of theorizing in strategic human resource management: Test of universalic, contingency, and configure ational performance predictions. Academy of Management Journal, 39, 802-835.
Dixon, N. M. (2000). Common knowledge: how companies thrive by sharing what they know. Boston, MA: Harvard Business School Press.
Doney, P. M., & Cannon, J. P. (1997). An Examination of the nature of trust in buyer-seller relationships. Journal of Marketing, 61(2), 35-51.
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(5), 539-546.
Drucker, P. F. (1965). The practice of management. New York: Harper.
Drucker, P. F. (1993). Post-Capitalist Society. New York: Harper Business.
Eckela, C. C., & Wilsonb, R. K. (2004). Is trust a risky decision? Journal of Economic Behavior & Organization, 55, 447-465.
Eby, L. T., Lockwood, A. L., & Butts, M.(2006). Perceived support for mentoring: A multiple perspectives approach. Journal of Vocational Behavior, 68(2), 267-291.
Eddy, E., Tannenbaum, S., Alliger, G. D., Abate, C., & Givens, S. (2001). Mentoring in industry: The top 10 issues when building and supporting a mentoring program. Technical report prepared for the Naval Air Warfare Training Systems Division. (Contract No. N61339-99-D-0012).
Eisenberger, R., Cummings, J., Armeli, S., & Lynch, P. (1997). Perceived organizational support, discretionary treatment, and job satisfaction. Journal of Applied Psychology, 82, 812-820.
Eisenberger, R., Huntington, R., Hutchison, S. & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71( 3), 500-507.
Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86, 42-51.
Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of applied Psychology, 75(1), 51-59
Erdogan, B, Kraimer, M. L., & Liden, R. C. (2004). Work value congruence and intrinsic career success: The compensatory roles of leader-member exchange and perceived organizational support. Personnel Psychology, 57(2), 305-332.
Fagenson, E. A., (1989). The mentor advantage: perceived career job experiences of protégés versus non-protégés. Journal of Organizational Behavior, 10, 309-320.
Fagan, M. M., & Ayers, K. J. (1985). Police Mentors. FBI Law Enforcement Bulletin, 5(1), 8-13.
Fagenson-Eland, E. A., Marks, M. A., & Amendola, K. L. (1997). Perceptions of mentoring relationships. Journal of Vocational Behavior, 51, 29-42.
Farh, J. L., Hackett, R. D., & Liang, J. (2007). Individual-level cultural values as moderators of perceived organizational support-employee outcome relationships in China: comparing the effects of power distance and traditionality. Academy of Management Journal, 50, 715-729.
Fleck, J. (1997). Contingent knowledge and technology development. Technology Analysis & Strategic Management, 9(4), 383-393.
Gaertner, K. N. & Nollen, S. D. (1989). Career experience, perceptions of employment practices, and psychological commitment to the organization. Human Relations, 42(11), 975-991.
Gentry,W. A., & Shanock, L. R. (2008). Views of managerial derailment from above and below: The importance of a good relationship with upper management and putting people at ease. Journal of Applied Social Psychology, 38(10), 2469–2494.
Gilbert, M. & Gordey-Hayes, M. (1996). Understanding the process of knowledge transferto achieve successful technological innovation. Technovation, 16(6), 365-385﹒
Golembiewski, R. T. & McConkie, M. (1975). The Centrality of Interpersonal Trust in Group Process. In C. L. Cooper (Ed.), Theories of Group Process (pp.131-185). New York:John Wiley & Sons, Inc.
Gooderham E. D., & Gooderham P. N. (2008). Dyamic pabilities as antecedents of the scope of related diversification: The case of small firm accountancy practices. Strategic Management Journal , 29, 841-857
Grant, R. M. (1996). Toward a knowledge-based theory of the firm. Strategic Management Journal, 17, 109-122.
Guzzo, R. A., Noonan, K. A. & Elron, E. (1994). Expatriate managers and psychological contract. Journal of Applied Psychology, 79(4), 617-626.
Hair, J. R., Anderson, R., Tatham, & Black. W. (1998). Multivariate data analysis. Englewood Cliffs, NJ: Prentice-Hall.
Hill, D. B. (1981). Attitude generalization and the measurement of trust in american leadership. Political Behavior, 3(3), 257-270.
Hunt, D. M., & Michael, C. (1983). Mentorship: A career training and development tool. Academy of Management Review, 8, 475-485
Hwang, A. S. (2003). Training strategies in the management of knowledge. Journal of Knowledge Management, 7(3), 92-104.
Igbaria, M. (1991). Job performance of MIS professionals: An examination of the antecedents and consequences. Journal of Engineering and Technology Management, 8(2), 141-172.
Jones, G. R., & George, J. M. (1998). The experience and evolution of trust: implications for cooperation and teamwork. Academy of Management Review, 23(3), 531-546.
Johnson, D. & Grayson, K. (2005). Cognitive and affective trust in service relationships. Journal of Business Research, 58(4), 500-507.
Jonson, K. F. (2002). Being an effective mentor: How to help beginning teachers succeed. Thousand Oaks, CA: Crown.
Kathy, L. (1999). Making mentoring happen. Australia: Woodslane.
Kim, W. C., & Mauborgne, R. A. (1998). Procedural justice ,strategic decision making, and the knowledge economy. Strategic Management Journal, 19 , 323-338.
Klauss, R. (1981). Formalized mentor relationships for management and development programs in federal government. Public Administration Review, 41, 489-496.
Ko, D. G., Kirsch, L. J., & King, W. R. (2005). Antecedents of knowledge transfer from consultants to clients in enterprise system implementations. MIS Quarterly, 29(1), 59-85.
Koch M. J., & McGrath, R. G. (1996). Improving labor productivity: human resource management policies do matter. Strategic Management Journal, 17(5), 335-354.
Kraimer, M. L., & Wayne, S. J. (2003). An examination of perceived organizational support as a multidimensional construct in the context of an expatriate assignment. Journal of Management, 30(2), 209-237.
Kram, K. E. (1985). Mentoring at work: Developmental relationships in organizational life. Glenview, IL: Scott Foresman.
Kramer, R. M. & Tyler, T. R. (1996). Trust in organizations: frontiers of theory and research. CA: Sage Publications, Thousand Oaks.
Krejcie, R. V., & Morgan, D. W. (1970). Determining sample size for research activities. Educational and Psychological Measurement, 30(3), 607-610.
Kumar, N., Scheer, L. K. & Steenkamp, J. E. M. (1995). The effects of percerived interdependence on dealer attitudes. Journal of Marketing Research, 32, 348-356.
Lahti, R.K., & Beyerlein, M. M. (2000). Knowledge transfer and management consulting: A Look at the firm. Business Horizon, 1(43) ,65-74.
Lee, T. W. & Maurer, S. D. (1997). The retention of knowledge workers with the unfolding model of voluntary turnover. Human Resource Management Review, 7(3), 247-275.
Lewis, J. D., & Weigert, A. (1985). Trust as a social reality. Social Forces, 63(4), 967-985.
Luhmann, N. (1979). Trust and power. New York: John Wiley and Sons.
Maggart. L.E., & James, J. S. (1999). Mentoring-a critical element in leader development, Military Review, 79(3), 86-87.
Martell, K., & Caroll, S. J. (1995). How Strategic is HRM? Human Resource Management, 34(2), 253-267.
McAllister, D. J. (1995). Affect- and cognition- based trust as foundations for interpersonal cooperation in organizations. Academy of Management Journal, 38(1), 24-59.
McKnight, D. H., Cummings, L. L., & Chervany N. L. (1998). Initial trust formation in new organizational relationships. Academy of Management Review , 23(3), 473-490.
Minbaeva, D.B., & Michailova, S. (2004). Knowledge transfer and expatriation in multination alcorporations – The role of disseminative capacity. Employee Relations, 26(6), 663-679.
Mishra, A. K., (1996). Organizational responses to crisis: The centrality of trust. In R. M. Kramer & T. R. Tylar (Eds.), Trust in Organizations: Frontiers of Theory and Research (pp.261-287). Thousand Oaks, CA: Sage.
Moore, S. F., Shaffer, L. S., Pollak, E. L., & Taylor-Lemcke, P. (1987). The effect of interpersonal trust and prior common problem experience on common management. Journal of Social Psychology, 127, 19-27.
Morgan, R.M., & Hunt,S. D. (1994). The commitment-trust theory of elationship marketing. Journal of Marketing, 58(3), 20-38.
Murray-Hicks, M., & Nugent, J. (1971). Positive motivation process for changing human behavior. The National Society for Performance and Instruction Conference. New York: Rochester.
Noe, R. A. (2002). Empolyee training and development. Boston, MA: Irwin　McGraw-Hill.
Noe, R. A., Greenberger, D. B., & Wang, S. (2002). Mentoring: what we know and where we might go. Research in Personnel and Humman Resourses Management , 21, 129-173.
Nonaka, I. (1994). A dynamic theory of organizational knowledge creation. Organizational Science, 5(1), 14-37.
Nonaka, I., Konno, N. (1998). The concept of 'ba': building a foundation for knowledge creation. California Management Review, 40(3), 40-54.
Nonaka, I., & Hirotaka, T. (1995). The knowledge creating company. New York : Oxford University Press.
Nonaka, I., & Takeuchi, H. (1995). The knowledge-creating company: How Japanese companies create the dynamics of innovation. New York: Oxford University Press.
Nonaka, I., & Toyama, R., & Konno, N. (2000). SECI, ba and leadership: A unified model of dynamic knowledge creation. Long Range Planning, 33, 5-34
Nooteboom, B. (1996). Trust, opportunism, and governance: A process and control model. Organization Studies, 17(6), 985-1010.
O’Dell, C. & Grayson, C. J. (2001). Identifying and transferring internal best practices. Retrieved September 25, 2010, from http://www.apqc.org/free/whitepapers
Poter, M. E. (1985). Competitive Advantage: Creating and Sustaining Superior Performance. New York: Free Press.
Polanyi, M. (1966). The tacit dimension. New York: Doubleday & Co.
Probst,G., & Raub, S., & Romhardt, K. (2000). Managing knowledge：building blocks for success. Chichester:John Wiley & Sons Inc.
Pullins, E. B., Fine, L. M., & Warren, W. L. (1996). Identifying peer mentors in the sales force: An exploratory investigation of willingness and ability. Journal of the Academy of Marketing Science, 24(2), 125.
Ragins, B. R., & McFarlin, D. B. (1990). Perceptions of mentor roles in cross-gender mentoring relationships. Journal of Vocational Behavior, 37, 321-339.
Ragins, B. R., & Scandura, T. A. (1994). Gender differences in expected outcomes of mentoring relationships. Academy of Management Journal, 37(4), 957-971.
Randall, M. L., Cropanzano, R., Bormann, C. A., & Birjulin, A. (1999). Organizational politics and organizational support as predictors of work attitudes, job. Journal of Organizational Behavior, 20(2), 159.
Raymond, A. N. (1998). Employee Training Development. Chicago: IRWIN.
Reagans, R., & McEvily, B. (2003). Network structure and knowledge transfer: the effects of cohesion and range. Administrative Science Quarterly, 48, 240-267.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87, 698-714.
Riege, A. (2007). Actions to overcome knowledge transfer barriers in MNCs. Journal of Knowledge Management, 11(1), 48-67.
Rotter, J. B. (1980). Interpersonal trust, trustworthiness, and gullibility. American Psychologist, 35(1), 1-7.
Rousseau, D. M., & Parks, J. M. (1993). The contracts of individuals and organizations. Research in Organizational Behavior, 15, 1-43.
Roxanne, H. S. (2010). Managing human capital: How to use knowledge management to transfer knowledge in today’s multi-generational workforce. School of Business and Management, Azusa Pacific University, 3 (3), 80-81
Ruyter, K., Moorman, L., & Lemmink, J. (2001). Antecedents of commitment and trust in customer-supplier relationships in high technology markets. Industrial Marketing Management, 30, 271-286.
Sabatelli, R. M. & Buck, R., & Dreyer, A. (1983). Locus on control, interpersonal trust and nonverbal communication accuracy. Journal of personality and social psychology, 44(2), 339-409.
Sable, C. F. (1993). Learning by Monitoring: The Institutions of economic development. In Handbook of Economic Sociology (pp.137-165). Princeton, NJ : Princeton University Press.
Scandura, T. A. (1992). Mentorship and career mobility: An empirical investigation. Journal of Organizational Behavior, 13, 169-174.
Scandura, T. A., & Viator, R. E. (1994). Mentoring in public accounting firms: An analysis of mentor-protege relationships, mentorship functions, and protege turnover intentions. Accounting, Organizations and Society, 19(8), 717.
Scott, J. E. (2000). Facilitating international learning with information technology. Journal of Management Information System, 17(2), 81-113.
Sena, J. A. & Shani, A. B. (1999). Intellectual capital and knowledge creation: towards an alternative Framework, Knowledge Management Handbook. New York: CRC Press.
Senge, P. (1994). The Fifth Discipline: The art and practice of the learning organization. New York: Doubleday.
Shanock, L. R., & Eisenberger, S. (2006).When supervisors feel supported: Relationships with subordinates' perceived supervisor support, perceived organizational support, and performance. Journal of Applied Psychology, 91(3), 689-695.
Sharkie, R. (2003) . Knowledge creation and its place in the development of sustainable competitive advantage, Journal of Knowledge Management, 7(1), 20-31.
Shore, L. M., & Shore, T. H.(1995). Perceived organizational support and organizational justice. In R. S. Cropanzano & K. M. Kacmar (Eds.), Organizational politics, justice and support: Managing the social climate of the workplace (pp.149-164). Westport, CT: Quorum.
Sitkin, S. B., & Roth, N. L. (1993). Explaining the limited effectiveness of legalistic remedies for trust/distrust. Organization Science, 4, 367-392.
Sitkin, S. B. (1995). On the positive effects of legalization on trust. Research on Negotiation in Organizations, 5, 185-217.
Sosik, J. J., & Godshalk, V. M. (2000). Leadership styles, mentoring functions received, and job-related stress: A conceptual model and preliminary study. Journal of Organizational Behavior, 21(4), 365-390.
Sontag, L., Vappie, K., & Wanberg, C.R. (2007). The practice of mentoring: MENTTIUM Corporation. In B.R. Ragins & K. Kram (Eds.) .The handbook ofmentoring at work: Theory, research, and practice(pp.593-616). Thousand Oaks, CA: Sage.
Sweeny, B. (2009). The Role of Trust in Building Effective Mentoring Relationships. Retrieved November 12, 2009, from http//www.mentoring-association.org
Szulanski, G. (2000). The process of knowledge Transfer: A diachronic analysis of stickiness. Organizational Behavior and Human Decision Processes , 82 (1), 9-45.
Tangirala, S., Green, S., & Ramanujam, R. (2007). In the shadow of the boss’s boss: Effects of supervisors’upward exchange relationships on employees. Journal of Applied Psychology, 92(2), 309-320.
Teece, J. D. (1976) . The mutinational corporation and resource cost of international technology transfer. Cambridge, Mass :Ballinger.
Teigland, R., & Wasko, M. (2009). Knowledge transfer in MNCs: Examining how intrinsic motivations and knowledge sourcing impact individual centrality and performance. Journal of International Management, 15(1), 15-31.
Tidd, J., Bessant, J. & Pavitt, K. (2005). Managing innovation：integrating technological, market and organizational change. Chicester: John Wiley & Sons.
Van Den Hooff, B., & Van Weenen, F. D. L. (2004). Committed to share: commitment and CMC use as antecedents of knowledge sharing. Knowledge & Process Management, 11(1), 13-24.
Wanberg, C. R., Welsh, E. T., Hezlett, S. A., Joseph, J. M., & Gerald, R. F.(2003). Mentoring research: A review and dynamic process model. Research in Personnel and Human Resources Management, 22, 39-124.
Wang, S., Thomlinson, E. C., & Noe, R. A. (2010). The role of mentor trust and protégé internal locus of control in formal mentoring relationship. Journal of Applied Psychology, 95(2), 358-365.
Wayne, S. J., Shore, L. M., Bommer, W. H., & Tetrick , L. E. (2002) . The role of fair treatment and rewards in perceptions of organizational support and leader-member exchange. Journal of Applied Psychology, 87, 590-598.
Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader-member exchange: a social exchange perspective. Academy of Management Journal, 40(1), 82-111.
Whitener, E. M., Brodt, S. E., Korsgaard, M. A., & Werner, J. M., (1998). Managers as initiators of trust：An exchange relationship framework for understanding managerial trustworthy behavior. Academy of Management Review, 23(3), 513-530.
Wilson, J. A., & Nancy S. E. (1990). Organizational Benefits of mentoring. Academy of Management Executive, 4, 88-94.
Witt, C.A., & Witt, S.F. (1991). Tourism Forecasting : Error magnitude direction of change error and trend change error. Journal of Travel Research, 30, 22-28.
Wilbur, J. L. (1987). Does mentoring breed success? Training and Development Journal, 41(11), 38-41.
Zander, U. & Kought, B. (1995). Knowledge and the speed of the transfer and Limitation of Organizational capabilities: An empirical Test., Organizational Science, 6(1), 76-92.
Zey, M. G. (1984). The mentor connection. Homewood, IL: Dow Jones-Irwin.
Zachary,L. J., & Fischler,L. A. (2009). The mentee’s guide : making mentoring work for you. San Francisco, CA: John Wiley & Sons Inc.
Zucker, L. G. (1986). Production of trust：Institutional sources of economicstructure, Research in Organizational Behavior, 18, 53-111.