本研究以「相似-吸引」理論為核心架構，並以師徒對偶的層次來分析，認為當師父和徒弟具有某些價值觀與人格特質的相似性時，對彼此的人際信任將有可能增加，且會對徒弟在師徒關係中所得到的師徒功能產生正向影響。
在實證分析方面，本研究以企業界人士作為研究對象，共回收128份配對問卷，經統計分析後，得到以下結論：
1.師徒雙方的相似性愈高，將有助於提高徒弟對師父的信任程度；且師徒功能中的職涯發展功能與角色模範功能會愈被彰顯，但與心理支持功能之間並無關聯。
2.人際信任會對師徒功能產生正向的影響，表示師徒間的信任度愈高，徒弟愈能感受到職涯發展、心理支持、角色模範等功能。
3.人際信任會中介師徒相似性與師徒功能，因此證實了人際信任在師徒關係中的重要性。

根據上述結論，了解這一層關係後，將有助於組織內的師徒配對，以減少師徒之間相處的磨合期，使組織機制運作上更加有效率。

“Similarity-attraction” is the core theory in this study, especially used dyadic level to analyze. The higher similarity of value and personality level, the greater level of trust, and affects mentor functions would be.
In the empirical study, 128 mentoring dyad questionnaires were collected from 304 questionnaires. This study using the hierarchical regression analyses to test the hypothesis. The following are results and conclusions:

1.Similarity between mentor & protégé was positive related to trust on mentor by protégé, then the functions of career development and role modeling will be promoted. However, there is no correlation between psychosocial and above.
2.The interpersonal trust is in positive relation to mentorship. Thus means, the more trust between mentor & protégé, the more benefit of the career development, the psychosocial, and the role modeling protégé would be received.
3.The interpersonal trust mediated similarity and functions between mentor & protégé , thus verified the importance of interpersonal trust in mentorship.

To summarize, from the above understandings will help matching mentor & protégé in order to reduce the period of adaption, and improve the efficiency in organization.

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