臺灣博碩士論文加值系統

本研究旨在探討員工敬業、同時多工性與受訓動機間之關係。本篇為橫斷面研究，採問卷調查，以便利抽樣的方式收集資料，共收回300份有效問卷。經過描述性統計、KMO檢定、Barlett球型檢定、相關分析、及階層式迴歸進行實證分析驗證後，得結論如下： (1) 員工敬業與受訓動機有正向關係 (2)同時多工性會增強員工敬業與受訓動機間之關係。本研究建議甄選員工時可用適當評估工具評量應試者敬業程度及同時多工性。透過時間管理相關教育訓練，得加強員工之時間敏感度。透過主管支持塑造敬業組織文化，安排主管一同參訓，進而提升受訓動機。

The purpose of this study is to explore the relationship among Motivation to Learn, Polychronicity, and Employee Engagement. This is a cross-sectional empirical study with 300 valid questionnaires. After going through descriptive statistics, KMO, Bartlett Sphericity Test, correlation analysis and hierarchical regression analysis, the results show that: (1) Employee engagement is positively related to Motivation to Learn (2) The interaction of Employee Engagement and Polychronicity is positively related to Motivation to Learn. This study suggest that using suitable measurement to evaluate employee engagement and polychronicity when selection. By taking time control-related training, employees could increase their sensitivity to job schedule. This study also suggest that supervisors’ participation of training enhanced engagement culture inside organization, then increase motivation to learn of employee.

目錄
指導教授推薦書
口試委員會審定書
中文摘要iii
英文摘要iv
目錄v
圖目錄vi
表目錄vii
第一章 緒論1
第一節 研究背景與動機1
第二節 研究目的與研究問題3
第二章 文獻探討4
第一節 受訓動機4
第二節 同時多工性5
第三節 員工敬業7
第四節 假說推導9
第三章 研究方法12
第一節 研究架構12
第二節 研究設計12
第三節 問卷效信度分析15
第四節 資料分析方法19
第四章 研究結果20
第一節 樣本特性分析20
第二節 效信度分析22
第三節 相關分析23
第四節 假說檢定24
第五節 討論27
第五章 結論與建議28
第一節 結論28
第二節 管理意涵28
第三節 研究限制與未來研究建議30
參考文獻31
附錄一　研究問卷39

圖目錄
圖3-1　研究架構12
圖4-1員工敬業與同時多工性之交互作用對受訓動機之影響26

表目錄
表2-1　研究假說整理11
表3-1　受訓動機因素分析結果16
表3-2　同時多工性因素分析結果17
表3-3　員工敬業因素分析結果18
表4-1　樣本描述分析21
表4-2　受訓動機、同時多工性及員工敬業效信度分析結果23
表4-3　受訓動機、同時多工性、員工敬業相關分析結果23
表4-4　員工敬業及多工之迴歸分析表25
表4-5　研究假說推論彙總表26

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