本研究欲檢驗師徒功能量表（MFQ-9）(Castro & Scandura, 2004)對於不同性別徒弟之測量恆等性(ME/I)。本研究參照Vandenberg 與Lance（2000）對過去ME/I文獻所歸納出來的建議流程，使用LISREL 8.5軟體進行多群組驗證性因素分析，以驗證跨群組下各向度的ME/I，其中，男性徒弟253位，而女性徒弟226位。分析結果發現，在跨性別下的MFQ-9具有完全的因素型態恆等性（configural invariance）、完全的量尺恆等性（metric invariance）、完全的純量恆等性（scalar invariance）、部分的獨特變異量恆等性（uniqueness invariance），及部分的因素變異數-共變數矩陣恆等性（factor variance-covariance invariance）。而最後在部分恆等性成立的前提下，本研究進而比較師徒功能與三類效標之關係（師徒滿意度、工作滿意度與組織承諾）是否有性別差異。多群組驗證性因素分析結果發現，在兩組樣本中，師徒功能與三類效標皆為正向之關係，但關係的強弱則有顯著之不同。本研究最後針對研究結果在理論及實務上的意涵加以討論。

This study aimed to examine the measurement equivalence/invariance（ME/I）of the 9-item Mentoring Function Questionnaire（MFQ-9）(Castro & Scandura, 2004) across male（N=201）and female（N=312）protégés. This study followed Vandenberg and Lance’s（2000）suggestion for ME/I procedure which they induced for past ME/I literatures, and this study conducted to use multi-group confirmatory analysis（MGCFAs）to examine every aspect of ME/I across gender by LISREL 8.5. The results supported full configural invariance, full metric invariance, full scalar invariance, partial uniqueness invariance and partial factor variance-covariance matrix invariance across gender. Finally, this study examined whether the relationships between the mentoring function and three criteria (mentor satisfaction, job satisfaction and organizational commitment) are invariant criterions across gender. The results of MGCFAs suggest that the relationships between the mentoring function and the three criteria were all positive in both gender groups. However, the strength of the relationship differs in two groups. Finally, theoretical and managerial implications of the study findings are discussed.

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