本研究目的為：(1)師徒相似性對人際吸引的影響；(2)師徒相似性對師徒功能的影響；(3)人際吸引是否扮演師徒相似性與師徒功能之中介角色；(4)師徒功能對徒弟工作態度及行為的影響。採對偶配對問卷，以企業參與師徒制之師徒為研究對象，採階層迴歸方式驗證假設。結果顯示：(1)師徒外向人格相似性越高，徒弟感受的人際吸引力越高；(2)師徒主觀相似程度越高，師父感受的人際吸引力越高；(3)師徒主觀相似性、外向性人格相似性、神經質人格相似性越高，感受到的生涯發展功能越多；(4)師徒外向性人格相似性越高，感受到的社會心理功能越多；(5)師父主觀人際吸引越高，使徒弟感受到的師徒功能越多；(6)徒弟主觀人際吸引力會中介外向性人格特質相似性對師徒功能的影響；(7)徒弟感受到越多的生涯發展功能，其工作滿意度、職涯承諾與工作表現越佳；(8)徒弟感受到越多的社會心理功能，其工作滿意度、組織承諾與工作表現越佳。本研究有助後續研究在處理對偶資料與相似性相關議題時，較為完整的架構，並藉此提供實務管理者從人際互動的角度來思考增進師徒關係品質的方法，期使師徒制更加蓬勃發展。

This study is aimed to investigate the relationships between similarity of mentoring dyads and mentoring functions and the mediating effect of interpersonal attraction on the above relationship. The study surveyed 199 mentoing dyads and used the hierarchical regression analyses to test the hypothses. The research findings are as follows: 1.Similiarity in extraversion was positive related to the interpersonal attraction perceived by protégés; 2. For mentors, subjective similarity was positively related to the perceived interpersonal attraction; 3.Subjeictve similarity, similarity in extraversion, and similairitin in neuroticism were positively related to career functions; 4.Similiarity in extraversion was positively related to psychosocial functions; 5.Mentors’ perception of protégé interpersonal attraction is positively related to mentoring functions; 6.The interpersonal attraction mediated the relationship between extraversion and mentoring functions; 7.Career functions were postiviely related to protégés’ job satisfaction, career commitment, and work performance; 8. Psychosocial functions were positively related to protégés’ job satisfaction, organizational commitment, and work performance. This study has practical implication for managers by identifying ways to improve mentoring relationships.

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