臺灣博碩士論文加值系統

我國就業服務發展自92年因應就業保險法實施三合一(就業服務、職業訓練、失業給付)就業服務模式，至101年轉型為單一窗口、固定專人之「就業服務一案到底作業模式」，由抽號碼牌隨到隨辦的傳統服務到客製化專人的預約制服務型態，隨著政府總體政策的制定及就業服務模式的轉變下，偏鄉地區對於實體服務需求相較都會區之利用率高，而就業服務人員所具備之職能內涵，從單一性的就業服務轉型為職涯規劃的輔導，就業服務人員現有職能是否足夠？應優先建立及培訓之職能要項有哪些，才得以滿足該職務之需求？
本研究旨在探討花蓮及台東地區就業中心就業服務人員職能內涵之重要性排序，本研究採次級資料分析、文獻分析及調查法，彙編職能重要性調查問卷；本研究對象為勞動部設置於花蓮縣的花蓮就業中心、玉里就業中心及台東縣的台東就業中心之就業服務人員，經預試後發出正式調查表，共發出71份、回收67份，有效調查表為65份。本研究使用之統計方法有描述性分析、交叉分析法、次數分析法；研究成果如下：
1. 就業服務人員各職能內涵存在有不同之重要性排序。
2. 就業服務人員職能因職務、專業背景及任職年資的不同，而有差異存在。
3. 就業服務人員因個人背景的不同，其職能重要性認知有其差異。

The development of an employment service in our country began with the introduction of the 2003 Employment Insurance Act (including an employment service, career training, and unemployment benefits), which culminated in a single united service front and assigned specialist service, the 2012 Employment Service One-Stop Model. It switched from the traditional first-come, first-served model to a tailor-made appointment-based specialist service. Regarding changes in the national policy and the employment service model, the demand for physical services in rural areas is higher than that in cities. Is the competency of employment service personnel good sufficient, ranging from one-purpose employment service to career planning coaching? What is the priority of competency building and training action points to meet the competency needs of the relevant positions?
This research aimed to investigate the priority and order of competencies of employment service personnel in Employment Service Centers in Hualian and Taitung. The research method included secondary data analysis, literature review, fieldwork studies, and questionnaires on the importance of competencies. The research target group was the employment service personnel in the Hualian Employment Service Center, Yuli Employment Service Center, and Taitung Employment Service Center of the Ministry of Labor. We received 67 replies and 65 effective questionnaires out of 71 copies issued. The statistical methods used in this study were descriptive analysis, cross analysis, and frequency analysis. The findings of this research were as follows:
1. A certain degree of prioritization exists for the competencies of employment service personnel positions.
2. Competencies of employment service personnel differ depending on the position, professional background, and duration of employment.
3. Perceptions of the importance of competencies varies based on the different personal backgrounds of employment service personnel.

摘要 i
Abstract ii
誌謝 iii
目錄 iv
表目錄 vii
圖目錄 ix
第一章緒論 1
1.1 研究背景 1
1.2 研究動機 3
1.3 研究目的 4
第二章 文獻探討 5
2.1 就業服務發展沿革 5
2.2 就業服務內涵 11
2.3 就業服務人員定義 15
2.4 職能定義與內涵 18
2.4.1 職能定義 18
2.4.2 職能基準定義 24
2.4.3 就業服務人員職能基準 26
2.4.4 全球職涯發展師 29
第三章 研究方法 31
3.1 研究架構 31
3.2 研究對象 32
3.3 研究工具 34
3.3.1 量表編訂依據 34
3.3.2 量表計分方式 37
3.3.3 資料分析方法 37
3.4 研究程序 38
第四章研究資料分析 40
4.1 樣本分析 40
4.1.1 性別分析 40
4.1.2 年齡分析 41
4.1.3 學歷分析 41
4.1.4 科系分析 41
4.1.5 擔任就業服務工作年資分析 42
4.1.6 是否取得就業服務乙級技術士技能檢定分析 43
4.1.7 擔任職務分析 43
4.2 信度分析 44
4.3 重要性分析 47
4.3.1 整體職能內涵重要性 47
4.3.2 知識職能內涵重要性 48
4.3.3 技能職能內涵重要性 50
4.3.4 態度職能內涵重要性 51
4.4 就業服務人員職能重要性認知分析 52
第五章結論與建議 59
5.1 研究結論 59
5.1.1 就業服務人員職能內涵重要性之分析 59
5.1.2 就業服務人員個人背景與職能內涵差異分析 60
5.2 研究建議 63
5.3 研究限制 63
5.4 未來研究方向 64
參考文獻 66
附錄一：就業服務一案到底作業模式流程 71
附錄二：花蓮縣及台東縣原住民人口占比 72
附錄三：105-107年度花蓮及台東地區具特定對象身分求職登記人次表 72
附錄四：就業服務人職能內涵調查表編訂 73
附錄五：職能內涵中有關態度(Attitude)項目 76
附錄六：預試調查表 78
附錄七：正式調查表 84
附錄八：勞動部勞動力發展署暨所屬機關臨時人員僱用資格條件一覽表 90

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二、網頁部份
全球職涯發展師GCDF台灣官網：https://www.gcdf.gov.tw/
行政院主計總https://www.dgbas.gov.tw/ct.asp?xItem=18814&ctNode=3112
勞動部勞動統計查詢網站：
https://statdb.mol.gov.tw/evta/jspProxy.aspx?sys=100&kind=10&type=1&funid=wqrymenu2&cparm1=wq15&rdm=eo0lK4a5
勞動部行業職業就業指南/支援服務業/就業服務業：
https://www.mol.gov.tw/media/1697/an01.pdf
勞動部勞動力發展署技能檢定中心全球資訊網站：
https://www2.wdasec.gov.tw/home.jsp?pageno=201109290022
勞動部勞動力發展署網站：https://www.wda.gov.tw/cp.aspx?n=587B06AA3B7E815B
維基百科-自由的百科全書網站：https://zh.wikipedia.org/wiki/專業人士
職能發展應用平台網站：
https://icap.wda.gov.tw/Knowledge/knowledge_introduction.aspx
 
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