臺灣博碩士論文加值系統

就業與就業力，一般來說不一樣。 就業指目前擁有一份正職工作，但對於某些人來說，目前擁有了一份工作，卻未必具備良好的就業能力，長期來看，則有面臨失業的危機； 就業力，則是指一個人能夠培養工作所需的相關知識與技能，並能轉移至其它工作領域，且能夠長期維持其位於職場上的優勢。 而本研究主要的研究對象為業務人員。 人力資源相關的研究，著重在業務人員的工作技能、職能，亦或是其人格特徵，在某些國家甚至將職能與就業力，視為同一概念。 實際上，鮮少的研究著重於業務人員的就業力研究。 因此，本研究的目的，旨在探討與研究業務人員的就業力。 本研究發展出32項業務人員之就業力項目，研究分析採用獨立樣本檢定及變異數分析。 分析結果指出，人際關係、情緒智商、工作態度、學習態度與責任感，為業務人員應該優先發展及較重要的就業力項目。 網路行銷能力、財務相關管理能力、電腦文書處理技能、電腦基本應用與英文能力，在本研究中，相對地則被業務人員視為較不重要的就業技能。此研究結果，部分符合本研究的文獻中，某些學者的觀點。 此外，不同性別、年齡與職位的業務人員，對於業務人員的就業力，也有不同的看法。

Employment and employability are not the same thing. Being employed means having a job; for people who are not adequately prepared, having a job is likely to be a temporary condition. Being employable means possessing qualities needed to maintain employment and progress in the workplace. This research placed an emphasis on salespersons. The researcher discovered that many articles mentioned the different traits, skills, competency, and characteristics of a salesperson, and in some nations, the concepts of competency and employability are regarded the same meaning. But little attention has been given to the point of salesperson’s employability skills. As a result, the purpose of this study is to examine salesperson employability skills. The research results are presented in descriptive and inferential statistics. Both independent sample t-test and one-way ANOVA were used during the analytical stage. The researcher developed the 32 salesperson employability items, and such as interpersonal skills, emotional quotient, the attitude of working, learning attitude, and the sense of responsibility are the top five of important items as suggested by the subjects. However, Internet marketing ability, financial management related skills, Microsoft Office software application skills, basic computer skills, and English proficiency are the last five items as suggest by the subjects in this research. The result meets some scholars’ researches in the previous studies. In addition, people in different gender, age, and positions have different opinions for the importance of employability skills items.

ABSTRACT I
TABLE OF CONTENTS III
LIST OF TABLES V
LIST OF FIGURES VII
CHAPTER I. INTRODUCTION 1
Background of the Reserach 1
Statement of the Problem 3
Purposes of the Reserach 4
Questions of the Research 5
Significance of the Research 6
Delimitations and Limitations 7
Definition of Terms 8
CHAPTER II. LITERATURE REVIEW 9
Employability 9
Required Employability for Salesperson 23
Employability Framework for Salesperson 31
CHAPTER III. METHODOLOGY 35
Research Framework 35
Research Method 36
Research Procedure 36
Instrumentation 39
Sampling 42
Data Analysis 44
CHAPTER IV. FINDINGS AND DISCUSSIONS 47
The Importance of Employability Skills from Salespersons’ Perception 47
The Importance of Salesperson Employability Skills by Gender Difference 54
The Importance of Salesperson Employability Skills by Age Difference 56
The Importance of Salesperson Employability Skills by Position Difference 58
Summary 68
CHAPTER V. CONCLUSIONS AND RECOMMNEDATIONS 71
Conclusions 71
Recommendations 73
REFERENCES 77
APPENDIX A. QUESTIONNAIRE FOR SALESPERSON EMPLOYABILITY SURVEY (CHINESE VERSION) 83
APPENDIX B. QUESTIONNAIRE FOR SALESPERSON EMPLOYABILITY SURVEY (ENGLISH VERSION) 87


LIST OF TABLES
Table 1.1. Unemployment Rate of Nations 2
Table 1.2. Vacancy of Industry and Service in Taiwan 3
Table 2.1. Definitions of Employability From Different Researchers 12
Table 2.2. Employability Skills Framework 13
Table 2.3. Employability Skills and Contributions 16
Table 2.4. Employability Skills from National Youth Commission 17
Table 2.5. Employability Skills 2000+ 18
Table 2.6. Characteristics of Four Major Types of Salespeople 26
Table 2.7. Competency Mode 28
Table 2.8. Employability Skills 33
Table 3.1. Reliability Statistics 41
Table 3.2. Reliability of Scales 41
Table 3.3. Data of Variables by Entries and Values 43
Table 3.4. Coding System Using in SPSS Data Analysis 45
Table 4.1. The Ranking of Salesperson Employability 48
Table 4.2. Results of Independent Samples T-test on Gender
55
Table 4.3. Results of Independent Samples T-test on Age 57
Table 4.4. Result of One-way ANOVA for Basic Computer Skills 59
Table 4.5. Post Hoc Tests for Basic Computer Skills against Position 59
Table 4.6. Result of One-way ANOVA for MS Office Application Skills 60
Table 4.7. Post Hoc Tests for MS Office Application Skills against Position 60
Table 4.8. Result of One-way ANOVA for Internet Marketing Ability 61
Table 4.9. Post Hoc Tests for Internet Marketing Ability against Position 61
Table 4.10. Result of One-way ANOVA for Collaboration with Others 62
Table 4.11. Post Hoc Tests for Collaboration with Others against Position 62
Table 4.12. Result of One-way ANOVA for Team Conflict Resolutions 63
Table 4.13. Post Hoc Tests for Team Conflict Resolutions against Position 63
Table 4.14. Result of One-way ANOVA for the Ability to Acquire New Knowledge 64
Table 4.15. Post Hoc Tests for the Ability to Acquire New Knowledge against Position 64
Table 4.16. Result of One-way ANOVA for Willingness to Learn 65
Table 4.17. Post Hoc Tests for Willingness to Learn against Position 65
Table 4.18. Result of One-way ANOVA for Career Planning 66
Table 4.19. Post Hoc Tests for Career Planning against Position 66


LIST OF FIGURES
Figure 3.1. The Conceptual Framework 35
Figure 3.2. Research Procedure 38

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