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研究生:洪翠靈
研究生(外文):Hong Cuei-Ling
論文名稱:員工參與個人發展計畫動機之研究
論文名稱(外文):A Study of Employee Motivation to Participate the Individual Development Plan (IDP)
指導教授:林欣怡林欣怡引用關係
指導教授(外文):Lin, Shin-yi
口試委員:丘周剛莊淑惠
口試委員(外文):Chiu,Chou-KangChuang, Shu-Hui
口試日期:2013-06-26
學位類別:碩士
校院名稱:國立臺中教育大學
系所名稱:事業經營碩士學位學程
學門:藝術學門
學類:應用藝術學類
論文種類:學術論文
論文出版年:2013
畢業學年度:101
語文別:中文
論文頁數:103
中文關鍵詞:個人發展計畫目標設定理論雙因子理論訓練動機任務績效
外文關鍵詞:Individual Development Plan (IDP)goal commitmentgoal settingtask performanceTwo-Factor Theory of Motivation
相關次數:
  • 被引用被引用:1
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  • 下載下載:80
  • 收藏至我的研究室書目清單書目收藏:0
近期組織內部漸趨設法提升員工個別職能之發展,進而打造個別差異化之觀點進行相關訓練活動設計;此外,企業試圖藉由組織內部相關訓練活動以營造雙贏以滿足組織與員工雙方需求。因此,本研究於個人發展計畫(IDP)研究脈絡發展下延伸探討可激發員工參與個人發展計畫(IDP)之動機相關因素;另外,亦更想進一步了解員工於參與此計畫後於工作相關執行層面是否具正向回饋。本研究於個人發展計畫(IDP)研究脈絡發展下結合目標設定理論及雙因子理論探討員工參與組織內部教育訓練之相關動機潛在因素及於參訓後之產出效益。本研究母群體分別為保險業、銀行業及觀光業,並採用立意抽樣方法從中挑選曾參與教育訓練之員工(主管或非主管)為本研究樣本,共回收103份有效問卷;待問卷回收後,分別以信效度分析、因素分析、同質性檢定及路徑分析等統計方法進行資料分析及假設驗證。經資料分析後,根據本研究結果發現可藉由探討員工參訓動機以預測員工參與個人發展計畫(IDP)動機;再者,根據此核心發現提出四項研究發現:目標設定對員工參訓具重要性、組織提供之誘因並非總是能夠符合員工的期待及滿意度、有參訓動機並非等同有良好績效、培養員工使命必達的信念。最後,本研究針對實證研究結果提出管理意涵且提供業者具體之建議。

The integration of corporate strategy and individual development plans (abbreviated as IDP hereinafter) by organizations has been addressed as being one of the most important human resource strategies. To be sustainable, organizations need human resource strategies to ensure their employees to be efficient and effective in performance. Use of IDP has been recognized as one of the best practices. Thus, setting out from the Goal-Setting Theory and Two-Factor Theory of Motivation, this study bridges both theories and proposes a conceptual model on the practice of IDP while acknowledging the effect of antecedents (i.e., goal-setting, training motivation, and goal commitment) on the consequence (i.e., task performance). The participants were employees of managerial position and non-managerial position in the industries of insurance, banking, and tourism. Through the purposive sampling, 103 valid returns were analyzed with statistical analysis. The research findings provided directions for future research that might lead to prescriptive guidelines for HRD managers of organizations anticipating to implement individual development plans.
中文摘要 I
英文摘要 II
目錄 III
表目錄 V
圖目錄 VII
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 3
第三節 研究目的與研究問題 5
第四節 研究流程 6
第二章 文獻探討 7
第一節 目標設定理論(Goal-setting theory) 7
第二節 雙因子理論(Two-Factor Theory) 12
第三節 訓練動機(Training Motivation) 19
第四節 假說推論 23
第三章 研究方法 28
第一節 研究架構與假說 28
第二節 研究變數之操作型定義與衡量 29
第三節 研究設計 34
第四節 資料分析方法 36
第五節 問卷預試 39
第四章 資料分析與結果 41
第一節 敘述性統計分析 41
第二節 模型檢測分析 44
第三節 同質性檢定 47
第四節 路徑分析 54
第五節 結語 60
第五章 結論與建議 61
第一節 研究結論 61
第二節 管理意涵 66
第三節 研究限制與建議 69
參考文獻 75
附錄一 預試題項刪除後之信效度分析 85
附錄二 預試問卷 86
附錄三 正式問卷 89
附錄四 樣本資料敘述性分析 92

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