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研究生:廖郁菁
研究生(外文):Liao, Yu-Ching
論文名稱:員工訓練、個人-工作契合度與自我效能關係之研究
論文名稱(外文):The Relationship among Employee Training, Person-Job Fit and Self-Efficacy
指導教授:林英顏林英顏引用關係
指導教授(外文):Lin, Ying-Yen
口試委員:楊豐華顏昌華
口試委員(外文):Yang, Feng-HuaYen, Chang-Hua
口試日期:2011-06-03
學位類別:碩士
校院名稱:大葉大學
系所名稱:管理學院碩士在職專班
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2011
畢業學年度:99
語文別:中文
論文頁數:78
中文關鍵詞:自我效能個人-工作契合度員工訓練
外文關鍵詞:self-efficacyP-J fittraining
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員工訓練對企業提升人力資本一直是相當重要的一環,許多企業會投入大量的時間、人力與金錢在員工的教育訓練上,希望員工能將習得的訓練內容應用在工作環境中,以提升績效。但卻有員工認為企業所提供的訓練是流於形式、不具意義的,因此本研究欲釐清員工訓練與自我效能之關係,並以個人-工作契合度為中介變數,探討三者之關係。
本研究透過問卷調查,發放400份,有效問卷總計349份,有效問卷回收率為87﹪。研究結果發現:員工訓練頻繁程度正向影響自我效能;員工訓練正向影響個人-工作契合度;個人-工作契合度正向影響自我效能;個人-工作契合度在員工訓練與自我效能關係間具中介效果。最後本研究提出建議,提供學術界與實務界作為參考。

Training is one of the most important elements in improving human capital. Many enterprises spend a lot of time, manpower and money on training just for the purpose of improving performance. Part of the employees thinks these trainings offered by enter-prises are insignificant and mere formalities; therefore, this research will clarify the connection between training and self-efficacy. The research also uses P-J Fit as an in-tervening variable to explore the relationship between Training, P-J Fit and Self-Efficacy.
A thesis survey questionnaire has been designed. 400 copies of questionnaires were dispatched and 349 of them were valid; the valid response rate is 87%. The result shows that the training has positive effect on self-efficacy. The training has positive effect on P-J Fit. P-J Fit has positive effect on self-efficacy. P-J Fit plays a role of intervening variable between the training and self-efficacy. At last, a suggestion in this research has been offered for future reference for both academic and practical fields.

中文摘要...................... iii
英文摘要...................... iv
誌謝辭....................... v
內容目錄...................... vi
表目錄....................... vii
圖目錄....................... x
第一章  緒論................... 1
  第一節  研究背景............... 1
  第二節  研究問題與目的............ 3
  第三節  研究的重要性............ 4
第二章  文獻探討................. 5
  第一節  員工訓練............... 5
  第二節  自我效能............... 9
  第三節  個人工作契合度............ 12
第三章  研究設計................. 15
  第一節  研究架構............... 15
  第二節  研究假設............... 16
  第三節  變數的操作性定義與測量........ 17
  第四節  樣本與資料收集............ 21
  第五節  資料分析方法............. 21
第四章  實證結果及分析.............. 23
  第一節  樣本資料分析............. 23
  第二節  信度與效度分析............ 25
  第三節  員工訓練之分析............ 28
  第四節  自我效能之分析之分析......... 34
  第五節  個人工作契合度............ 38
  第六節  員工訓練與自我效能之關係....... 42
第七節 個人工作契合度之中介效果....... 47
第五章  結論與建議................ 49
  第一節  研究結論............... 49
  第二節  建議................. 51
  第三節  研究限制............... 53
參考文獻...................... 55
附錄  研究問卷.................. 65


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李昆靜(2009),員工訓練遷移動機影響之實證分析,企業管理學報,80,87-118。

洪季庭(2004),高雄市已婚職業婦女成就動機、 工作價值觀與生涯自我效能關係之研究,高雄師範大學成人教育研究所未出版之碩士論文。

孫志麟(1991),國民小學教師自我效能及其相關因素之研究,國立政治大學教育研究所未出版之碩士論文。

倪家珍(2005),護理人員個人-組織契合度與個人-工作契合度差異性之探討,醫護科技學刊,7(4),363-378。

倪家珍(2005),員工性別與職業性別型態的一致性,對個人-組織契合度與個人-工作契合度影響之研究,中國文化大學國際企業管理研究所未出版之博士論文。

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