臺灣博碩士論文加值系統

旅館業最大特性是用人服務顧客，要培養好的服務人員需要花費釵h時間，且旅館業講求工作經驗的累積，過高的離職率會降低影響旅館的服務品質。要如何促進員工職能提昇以確保旅館的服務品質、加強員工對組織承諾，與降低員工的離職率已經成為現今旅館人力資源教育訓練的要務。目前有關教育訓練的研究，只有針對某些因素作片面的探討。基於教育訓練在國際觀光旅館的重要性，本研究將對教育訓練的研究作更深入探討。因此，本研究提出一個全面性的結構方程模型(structural equation model)用以探討國際觀光旅館員工其參與教育訓練時，教育訓練動機前驅物（生涯規劃、工作投入、指派、情境阻礙）、教育訓練動機、訓練移轉與訓練成果（職能提升、組織承諾、離職傾向）之間的因果關係。
在抽樣部分，本研究以台北市國際觀光旅館之正職員工為研究對象，願意配合的國際觀光旅館共有18間，採用分層抽樣及配額的方式，總計發出1000份問卷，有效問卷為580份，有效問卷回收率為58%。
研究結果發現，教育訓練動機前驅物（生涯規劃、工作投入、指派、情境阻礙）中，生涯規劃、工作投入及指派會正向影響教育訓練動機，而情境阻礙則會反向影響教育訓練動機。生涯規劃及指派會正向影響訓練移轉。工作投入會正向影響組織承諾，情境阻礙會反向影響組織承諾。生涯規劃會反向影響離職傾向，而情境阻礙會正向影響離職傾向。教育練動機會正向影響訓練移轉、職能提升及組織承諾，但是教育訓練動機會反向影響離職傾向。訓練移轉會正向影響職能提升、組織承諾及離職傾向。

The unique characteristic of hospitality industry is the interpersonal service between customers and hotel employees. Long-term training courses and working experience will help to cultivate an excellent employee in hospitality industry, while the high turnover will reduce the service quality of hospitality industry at the same time. It has become a key issue of human resource training courses about how to improve employees’ job performance in order to ensure the service quality of a hotel, strengthen employees’ organizational commitment and decrease turnover. There are some studies of training courses which only focus on certain factors, however, this study will make a further discussion on training courses because of the importance of training courses in international tourist hotels. Consequently, this study will develop a overall structural equation model (SEM) for the purpose of discussing the causal relationship of hotel employees’ training courses attendance among antecedents of training motivation (career planning, job involvement, assignment, situational constraints), training motivation, training transfer and training results (job abilities improvement, organizational commitment, turnover intention).

There were 1,000 structural questionnaires distributed to employees of 18 International Tourist Hotels in Taipei in the study, which 580 were usable. The response rate of survey was 58%.

The results of the study were as follows: in the antecedents of training motivation, career planning, job involvement, and assignment were positively related to training motivation, while situational constraints were negatively related to training motivation. Career planning and assignment were positively related to training transfer. Job involvement were positively related to organizational commitment while situational constraints were negatively related to organizational commitment. Career planning was negatively related to turnover intention, while situational constraints were positively related to turnover intention. Training motivation was positively related to training transfer, job abilities improvement and organizational commitment, while it was negatively related to turnover intention. Training transfer was positively related to job abilities improvement, organizational commitment and turnover intention.

目錄
中文摘要 i
英文摘要 iii
誌謝 v

第壹章 緒 論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究重要性 4
第四節 研究問題 4
第五節 重要名詞定義 7
第六節 研究流程 8
第貳章 文獻探討 10
第一節 教育訓練 10
第二節 教育訓練動機前驅物 15
第三節 教育訓練動機 19
第四節 訓練移轉動機 20
第五節 訓練成果 21
第六節 各構面之間因果關係之探討 23
第七節 研究假設 25
第參章 研究方法 26
第一節 研究設計與步驟 26
第二節 抽樣設計 30
第三節 研究變數之操作定義 35
第四節 資料分析步驟 44
第肆章 研究結果與分析 50
第一節 數據合併分析 50
第二節 敘述性統計分析 53
第三節 探索性因素分析 59
第四節 信度分析 64
第五節 驗證性因素分析 69
第六節 假設結構模型之配適度分析 77
第七節 結構模型假設之測試 80
第伍章 結論與建議 87
第一節 研究假設結果 87
第二節 研究發現與實務界之建議 96
第三節 研究限制與後續研究者建議 99
參考文獻 100
【附錄一】前測問卷 109
【附錄二】正式問卷 114











表目錄
表2-1.1 教育訓練的定義 12
表2-1.2 教育、訓練、發展之異同 13
表2-1.3 O.J.T & OFF. J.T.之優、缺點 15
表2-5 組織承諾之定義 22
表3-2.1 台北市國際觀光旅館總家數 32
表3-2.2 問卷抽樣收統計表 33
表3-3.1 操作變數的摘要 37
表3-3.2 個人生涯規劃的構面與問項 38
表3-3.3 工作投入的構面與問項 38
表3-3.4 指派的構面與問項 39
表3-3.5 情境阻礙的構面與問項 39
表3-3.6 教育訓練動機的構面與問項 40
表3-3.7 訓練移轉的構面與問項 41
表3-3.8 職能提升的構面與問項 42
表3-3.9 組織承諾的構面與問項 42
表3-3.10 離職傾向的構面與問項 43
表3-4 配適度指標及可接受的判斷值 48
表4-1 構面數據合併同質性檢定表 51
表4-2 社會人口統計變項敘述統計表 56
表4-3.1 教育訓練動機前驅物主成份分析表 60
表4-3.2 教育訓練動機及訓練移轉主成份分析表 61
表4-3.3 訓練成果主成份分析表 62
表4-4.1 教育訓練動機前驅物信度分析表 65
表4-4.2教育訓練動機及訓練移轉信度分析表 67
表4-4.3訓練成果信度分析表 68
表4-5.1測量模型配適度之驗證性因素分析（CFA） 71
表4-5.2相關係數矩陣（PHI矩陣） 76
表4-6.1區別效度:巢狀卡方研究(NESTED CHI-SQUARE APPROACH) 78
表4-6.2模型配適度之估計值結果 79
表4-7 理論結構模型中假設路徑之參數估計值 86


圖目錄
圖1-1 假設結構模型圖 6
圖1-2 研究流程圖 9
圖3-1.1 研究架構圖 28
圖3-1.2 假設結構方程模型圖 29
圖3-2 組織架構 34
圖4-1 最終測量模型圖 74
圖4-2 修正後假設結構模型圖 85
圖5-1 結構模型假設路徑成立示意圖 95

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