知識不僅是企業或組織的重要資源，知識的分享亦是提高企業或組織產品、服務等高附加價值的優勢來源，並根據調查在財星五百大企業中，如鴻海-儲備幹部（management associate，MA）制度、宏碁-導師制度等，這些台灣的公司皆有實行師徒制，且師徒制是一種知識分享的過程，因此，當師父擁有知識分享的意願，甚至有行為時，是否能夠進而提升徒弟對於師徒功能的知覺呢？
本研究目的在瞭解師父知識分享意願對師徒功能影響之關連性，並探討個人背景變項對師父知識分享意願與師徒功能上的影響。本研究以台灣電力公司八大系統，有師徒制的員工為樣本，發放問卷後，共收得159對師徒，以t考驗、單因子變異數分析、相關分析、迴歸分析等方法進行資料分析，得到結論如下：
師父知識分享意願程度越高則徒弟所知覺的師徒功能程度越高。以個人背景變項作為調節變項方面，師徒性別不同對師父知識分享意願影響徒弟知覺的師徒功能沒有調節效果，亦即師徒性別不同對師父知識分享意願影響對徒弟知覺的師徒功能不具有增強效果；系統別不同對師父知識分享意願影響徒弟知覺的社會心理功能有調節效果，亦即技術類系統比管理類系統對師父知識分享意願影響對徒弟知覺的社會心理功能更具有增強效果。

In today's economy, the ability to build human capital and manage knowledge was vital for success in almost any organization. Knowledge sharing and use mentoring to training employees were most important in organization. In this study is wanted to investigate the relationship between mentor knowledge sharing willingness and mentoring functions.
This study collects data from Taiwan Power Company who have mentoring reletionship. We obtained 159 mentors and mentees valid questionnaires. It would provide questionnaires and use for the data analysis. Frequency distribution, t-test, One-way ANOVA, Pearson product-moment correlation coefficient are use to analyze the deta. The important findings are as follow:
The higher the mentor knowledge sharing willingness the higher mentee perveieved mentoring function. And for the personal background, no moderate effect of the gender on the relationship between mentor knowledge sharing willingness and Mentoring functions. The different departments has the enhancement effect of the relationship between mentor knowledge sharing willingness and psychosocial functions.

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