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研究生:劉紹民
研究生(外文):LIU,SHAO-MIN
論文名稱:勞動部明師高徒計畫施行成效之探討
論文名稱(外文):A Study of Effects on the Implementation of Mentoring Training Project from the Ministry of Labor.
指導教授:王湧泉王湧泉引用關係
指導教授(外文):Wang,Yung-Chuan
口試委員:王湧泉黃佳純盧昆宏余明助
口試日期:2016-05-11
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系碩士班
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2016
畢業學年度:104
語文別:中文
論文頁數:373
中文關鍵詞:勞動部力發展署明師高徒計畫師徒制訓練遷移成效
外文關鍵詞:Workforce Development AgencyMentoring Training ProjectMentoring systemthe effectiveness of training transfer
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明師高徒計畫從2013年10份開訓至2015年12月止,計畫在進入第三年成熟階段同時,有關計畫的管理規範、訓練補助金、訓練模式、計畫成效對我國貢獻等問題,呈現正負兩面看法。
本研究以質性方式,透過文獻探討的整理,擬定訪談議題,綜合政府單位、執行單位、就業服務中心、師傅與徒弟之觀點,對明師高徒計畫的師徒制與訓練遷移成效上的關聯性與執行面所遇問題,進行半結構式深度訪談,並根據訪談資料彙整與分析,共歸納出「整體機制建構」、「執行層面」、「訓後層面」、「管理面」等四個層面之執行成效相關問題。在整體機制建構中,發現明師高徒計畫在職業類別及師徒的篩選機制、訓練補助津貼的界定、年度KPI目標設定都有改善的空間;執行層面中,發現徒弟的個人特質與行為規範將影響師傅的教學動機,而師傅的角色模範亦會直接影響徒弟的學習動機與效仿;在訓後層面中,發現政府單位未落實全面性訓練遷移成效的檢視;而在管理面中,發現執行專員嚴重超出工作負荷以及訪視師徒的困難。綜合上述發現,本研究建議重新檢視職業類別之必要性、建立各職業類別師傅專家會議、強化明師高徒計畫e化系統、重新設定年度KPI之建構標準並落實訓練遷移成效之調查,具體呈現計畫對的價值。

Mentoring Training Project was started from October 2013 and ended in December 2015. When the project is entering the third stage, meanwhile,people has both positive and negative views to the relevant project management practices, training grants, training mode, the program effectiveness on contribution to our country, etc.
In this study, we used qualitative research method, through literature review to decide the interview subject. For the problem of the relevance Mentoring Training Projectand the effectiveness of training transfer and the implementation, we use semi-structured in-depth interviews to integrate the view of government units, implementation units, employment service centers, masters and apprentices, and based on the interviews to find out four levels were associated with the effectiveness of implementation of the dimension-related issues. The four levels are "the overall mechanism construct," "the implementation level", "the after-training level", and "the management level".
In the construction of the overall mechanism, we found that Mentoring Training Projectin the classify of occupation, the filtering mechanisms of mentoring, the definition of training grants benefits, and the annual KPI of goal setting can still improve; in the implementation level, we found that personal characteristics and behavior norms of apprentices would affect the masters’ motivation of teaching, and the master's role models would also directly affect the apprentices’ motivation to learn and emulate; in after-training level, we found that the government did not implement a comprehensive view of the effectiveness of training transfer; and in the management level, it was found the executed commissioners’ workload beyond the grave and the difficulties of mentoring visits. As mentioned above, we suggest to re-examine the occupational categories, establish the masters’ expert meeting of occupational categories, strengthen the electronic system of Mentoring Training Project, reset the standard of annual KPI, and implement the investigation of the effectiveness of training transfer. By this way, to value of the project can be seen specifically.

摘要............................................. i
英文摘要......................................... ii
誌謝.............................................iv
目 錄................................ .......... v
表 目 錄........................................ vii
圖 目 錄 ....................................... viii
第一章 緒論 ..................................... 1
第一節 研究背景與動機 .............................1
第二節 研究目的 ................................. 5
第三節 研究範圍與限制 ............................ 6
第四節 名詞釋義 ................................. 7
第二章 文獻探討 ..................................8
第一節 師徒制 ................................... 8
第二節 訓練遷移成效 ..............................20
第三節 明師高徒計畫 ............................. 31
第三章 研究方法與設計 ........................... 45
第一節 研究流程 ................................ 45
第二節 研究架構 ................................ 47
第三節 研究方法 ................................ 49
第四節 研究資料蒐集方法 ..........................62
第五節 深度訪談分析 ............................. 65
第四章 明師高徒計畫施行成效分析 ...................67
第一節 整體機制建構之問題 ........................67
第二節 執行層面問題 ............................. 92
第三節 訓後層面問題 . .......................... 115
第四節 管理層面問題 ............................ 120
第五章 結論與建議 ...............................131
第一節 研究發現 ................................ 131
第二節 研究建議 ................................ 142
第三節 後續研究建議 . .......................... 149
附錄一 訪談同意書 ........ ..................... 159
附錄二 勞動部力發展署資料索取之回函 ...............160
附錄三 訪談逐字搞 .. ........................... 161
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1. 余鑑、曾摯青、鄭宇珊、于俊傑、余采芳(2011)。3C售後維修服務業之師徒制關鍵成功因素對生涯發展研究。中華管理學報,12(1),39-72。
2. 吳美連、溫淑戀、莊文隆(2011)。師徒功能與組織公民行為的關係—工作滿足的中介效果。企業管理學報,89,33-56。
3. 吳美連、劉筱寧(2001)。徒弟個人特質與師徒關係類型對師徒功能影響之研究。中原學報,29(4),361-372。
4. 李昭蓉(2012)。師徒怎麼配?論師徒功能員工知識分享與創新行為關係中師徒類型之調節角色。人力資源管理學報,12(4),81-105。
5. 林晏鈴、張婉菁(2010)。師徒功能與工作壓力之關係:以組織社會化為中介變項。人力資源管理學報,10(3),75-96.
6. 張瑞元、陳心懿、林金賢、施佩玲(2011)。師徒功能對工作倦怠的影響-組織社會化程度的中介作用。人力資源管理學報,11(2),71-93。
7. 黃政傑(2007)。我國大學課程教學的改革方向與未來,課程與教學季刊。課程與教學季刊,10(4),1-14。
8. 董玉娟、林義屏、吳嘉芬(2013)。向下影響戰術、向上維持戰術與師徒利益關係之研究。中山管理評論,21(3),579-623。
9. 劉瑞文(2001)。產業結構變遷對國內就業與所得分配的影響。經濟論文叢刊,29(2),203-233。
10. 鄭瑩妮、胡昌亞、簡世文(2013)。師徒功能與徒弟知識分享。商略學報,5(1),37-56。
 
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