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研究生:林妤苓
研究生(外文):Yu-ling Lin
論文名稱:探討就業力與求職成功的關係─以適應力、職業認同、人力資本與社會資本為探討面向
論文名稱(外文):Employability and job search success─ adaptability, career identity, human capital and social capital.
指導教授:劉孟奇劉孟奇引用關係
指導教授(外文):Mon-Chi Lio
學位類別:碩士
校院名稱:國立中山大學
系所名稱:人力資源管理研究所
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:98
中文關鍵詞:人力資本職業認同適應力求職成功就業力社會資本求職自我效能
外文關鍵詞:career identityadaptabilityjob search successemployabilityhuman capitalsocial capitaljob search self-efficacy
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摘要
失業現象一直是各國政府在政治經濟層面上亟欲解決的問題,自2008年全球金融海嘯危機發生開始,各國失業率節節攀升,為解決因經濟不景氣所引發的失業問題,行政院陸續頒布「98-101年促進就業方案」、「加強地方建設擴大內需方案」,以及「擴大公共建設投資計畫」等促進就業措施,總預算高達6015.2億,約佔97年度GDP的4.75%,可見政府對失業問題的關注程度。而經由文獻探討發現,就業力的提昇對於求職成功有顯著的正面影響,其中,個人適應力及職業認同面向對於獲得就業機會有重要的影響,而人力資本、社會資本及求職強度都與求職成功\\\\有正向關係,因而提升就業力有助於解決失業問題。目前社會科學領域有越來越多研究者將就業力與求職成功納入研究架構中,反觀國內相關研究則鮮少探討就業力與失業之關連性,且大多集中探討大專生之就業力,乃引發本研究欲以一般求職者為樣本探討就業力與求職成功\\\\之關連性。
本研究於正式施測前回收249份前測問卷進行進一步之題項刪減與構面重整,並發放420份正式問卷進行就業力與求職成功關聯性的探討。首先透過因素及信度分析進行量表構面重整,並以變異數分析、結構方程模式等統計方法進行各項假設之驗證。研究結果發現:
1.適應力與求職自我效能並無顯著的關連性。
2.適應力與求職成功並無顯著的關連性。
3.職業認同對於求職自我效能有顯著的正面影響。
4.職業認同對於求職成功有顯著的正面影響。
5.人力資本與社會資本對求職自我效能有顯著之正面影響。
6.人力資本與社會資本對求職成功有顯著之正面影響。
7.求職自我效能對求職成功有顯著的正面影響。

Abstract
In recent years, the government has implemented several policies to lower the unemployment rate. In this insecure environment, the concept of employability has emerged as a key contributor to career success and job search success. Past researches show lack of attention on the relationship between employability and job search success, furthermore, most researches about employability were taking college students as examples. Thus, this research tries to proceed an empirical study of general job seekers and find out the effect of employability on job search success. Besides, it also comprehends the exploration of the mediating effect of the job search self-efficacy.
After statistical analyses, the results are summarized as the following.
1. Adaptability has no effect on job search self-efficacy.
2. Adaptability has no effect on job search success.
3. Career identity has positive effect on job search self-efficacy.
4. Career identity has positive effect on job search success.
5. Human capital and social capital have positive effect on job search self-efficacy.
6. Human capital and social capital have positive effect on job search success.
7. Job search self-efficacy has positive effect on job search success.

目錄
第一章 緒論
第一節 研究動機………………………………………………………………1
第二節 研究目的………………………………………………………………3
第三節 研究流程………………………………………………………………4
第二章 文獻探討
第一節 就業力…………………………………………………………………5
第二節 適應力…………………………………………………………………7
第三節 職業認同………………………………………………………………9
第四節 人力資本與社會資本……………………………………………… 11
第五節 求職自我效能……………………………………………………… 13
第六節 求職成功 ……………………………………………………………14
第七節 研究架構與假設 ……………………………………………………15
第三章 研究設計與方法
第一節 研究工具………………………………………………………………16
第二節 研究變項之操作化定義………………………………………………37
第三節 資料蒐集方法與樣本特性分析………………………………………38
第四節 正式問卷信度分析與量表構面重整…………………………………41
第五節 效度分析………………………………………………………………48
第六節 資料分析方法…………………………………………………………55
第四章 實證結果與分析
第一節 人口變項與就業力各變項之變異數分析……………………………57
第二節 整體結構模式分析……………………………………………………61
第五章 綜合討論與建議
第一節 研究結論………………………………………………………………64
第二節 研究限制與對後續研究之發展與建議………………………………67
第三節 研究貢獻………………………………………………………………68
參考文獻…………………………………………………………………………69
附錄一 試填問卷………………………………………………………………79
附錄二 前測問卷………………………………………………………………83
附錄三 正式問卷………………………………………………………………87
表目錄
表3-1-1 適應力構面之原始問卷題項與翻譯…………………………………21
表3-1-2 職業認同構面之原始問卷題項與翻譯………………………………22
表3-1-3 人力資本與社會資本構面之原始問卷題項與翻譯…………………23
表3-1-4 求職自我效能之原始問卷題項與翻譯………………………………24
表3-1-5 個人-工作適應性與個人-組織適應性構面之原始問卷題項與翻譯25
表3-1-6 閱讀反應修正表………………………………………………………26
表3-1-7 前測問卷樣本之樣本特性……………………………………………27
表3-1-8 KMO值之詮釋 …………………………………………………………29
表3-1-9 前測問卷適應力量表之因素分析與信度分析………………………30
表3-1-10 前測問卷職業認同構面之因素分析與信度分析……………………31
表3-1-11 前測問卷人力資本與社會資本構面之因素分析與信度分析………33
表3-1-12 前測問卷求職自我效能之因素分析與信度分析……………………34
表3-1-13 前測問卷個人-工作適配性與個人-組織適配性構面之信度分析與
因素分析………………………………………………………………36
表3-3-1 正式問卷樣本特性……………………………………………………38
表3-4-1 正式問卷適應力構面之因素分析與信度分析………………………42
表3-4-2 正式問卷職業認同構面之因素分析與信度分析……………………43
表3-4-3 正式問卷人力資本與社會資本構面之因素分析與信度分析………45
表3-4-4 正式問卷求職自我效能構面之因素分析與信度分析………………46
表3-4-5 正式問卷個人-工作適配性與個人-組織適配性構面之因素分析與
信度分析………………………………………………………………47
表3-5-1 本研究各構面量表之驗證性因素分析………………………………48
表3-5-2 適應力變項之構面間相關係數………………………………………51
表3-5-3 職業認同變項之構面間相關係數……………………………………51
表3-5-4 社會資本變項之構面間相關係數……………………………………52
表3-5-5 就業力變項之構面間相關係數………………………………………52
表3-5-6 適應力量表之區別效度分析…………………………………………52
表3-5-7 職業認同量表之區別效度分析………………………………………53
表3-5-8 人力資本與社會資本量表之區別效度分析…………………………53
表3-5-9 就業力整體量表之區別效度分析……………………………………53
表3-6-1 SEM整體模式適配度的評鑑指標及評鑑標準 ………………………56
表4-1-1 人口統計變數與各變項之變異數分析總表…………………………57
表4-2-1 整體模式適配指標與實際指標………………………………………61
表4-2-2 本研究之結構模型路徑係數整理表…………………………………62
表4-2-3 研究假說之檢定………………………………………………………63

圖目錄
圖1-3-1 本研究流程圖……………………………………………………………4
圖2-7-1 本研究架構圖 …………………………………………………………15
圖4-2-1 研究整體模式 …………………………………………………………62

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