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研究生:陳姵君
研究生(外文):CHEN, PEI-JUN
論文名稱:師徒功能、自我效能與知覺就業力
論文名稱(外文):Mentoring Functions, Self-Efficacy, and Self-Perceived Employability
指導教授:盧建中盧建中引用關係
指導教授(外文):LU, CHIEN-CHUNG
口試委員:林文政陳心田林裕勛盧建中
口試委員(外文):LIN, WEN-JENGCHEN, SHIN-TIENLin, YU-HSUNLU, CHIEN-CHUNG
口試日期:2020-07-27
學位類別:碩士
校院名稱:明志科技大學
系所名稱:經營管理系碩士班
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2020
畢業學年度:108
語文別:中文
論文頁數:63
中文關鍵詞:知覺就業力職涯功能心理社會功能角色模範功能自我效能
外文關鍵詞:self-perceived employabilitycareer functionpsychosocial functionrole modeling functionself-efficacy
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隨著全球化與勞動市場變化的衝擊,學生就業問題逐漸受到重視,此外,根據行政院青年輔導委員會的大專畢業生就業力之調查顯示,有65%的雇主認為初入社會之大專畢業生的就業力不足,因此教育部開始注重提升就業力之教育。師徒關係可藉由師傅過去的經驗,將能引導、建議並且提供徒弟所需的協助。因此師徒關係可成為幫助傳承知識、技術及經驗的方法之一,而配置輔導員之師徒實習制度是否能有效幫助學生未來在職場上的發展。
本研究以某科技大學107學年度實習後的大四生為研究對象,共回收175份有效問卷。研究結果顯示:(一) 師徒功能之職涯功能程度愈強,則學生知覺就業力愈高。(二) 師徒功能之心理社會功能程度愈強,則學生知覺就業力愈高。(三) 師徒功能之角色模範功能程度愈強,則學生知覺就業力愈高。(四) 師徒功能之職涯功能程度愈強,透過自我效能,進而使學生知覺就業力愈高。(五) 師徒功能之心理社會功能程度愈強,透過自我效能,進而使學生部分知覺就業力愈高。(六) 師徒功能之角色模範功能程度愈強,透過自我效能,進而使學生知覺就業力愈高。

With the impact of globalization and changes in the labor market, Student employment issues have gradually been paid attention. Also, according to the survey of Employability of College Graduates by National Youth Commission, there is 65% employers believe that who are new enter the workforce are lack of employability. Therefore, Ministry of Education began to focus on education to enhance employability. Mentorship Relationship can be based on the past experience of the master, who will be able to guide, advise and provide the assistance needed by the apprentice. As a result, Mentorship Relationship can be one of the ways to pass down knowledge, technology and experience. And whether the Mentor Teachers of internship can be effectively help students' future development in the workplace. The thesis took the senior university students in 107 academic year as object of study, and 175 questionnaires were effectively received. The research results shows that: (1) The stronger the career function, the stronger the self-perceived employability. (2) The stronger the psychosocial function, the stronger the self-perceived employability. (3) The stronger the role modeling function, the stronger the self-perceived employability. (4) The stronger the career function, via self-efficacy, the stronger the self-perceived employability. (5) The stronger the psychosocial function, via self-efficacy, the stronger the self-perceived employability. (6) The stronger the role modeling function, via self-efficacy, the stronger the self-perceived employability.
中文摘要iii
英文摘要iv
目錄v
圖目錄vii
表目錄viii
第一章 緒論1
第一章 緒論1
1.1研究背景與動機1
1.2研究目的2
1.3研究流程2
第二章 文獻探討5
2.1校外實習制度5
2.2師徒制6
2.3自我效能9
2.4知覺就業力13
第三章 研究方法16
3.1研究架構17
3.2研究假設18
3.3研究變項以及衡量工具18
3.4研究對象與問卷發放24
3.5資料分析方法25
第四章 研究資料分析與結果27
4.1描述性統計分析27
4.2信效度分析28
4.3驗證性因素分析31
4.4迴歸分析36
4.5研究假設之驗證43
4.6討論44
第五章 結論與建議45
5.1研究結論45
5.2管理意涵45
5.3研究限制46
5.4後續研究建議46
參考文獻48
附錄53


圖目錄vii
圖1-1 研究流程圖4
圖2-1 三元交互模型10
表目錄viii
表2-1 就業力定義14
表3-1衡量師徒功能之量表19
表3-2衡量師徒功能之量表21
表3-1 衡量就業力之量表22
表4-1 樣本特性表27
表4-2 修正前收斂效度分析結果28
表4-3 五因子模式配適度32
表4-4 各構面信度之分析33
表4-5 修正後收斂效度分析結果33
表4-6 區辨效度分析結果36
表4-7 師徒功能對知覺就業力之迴歸分析表37
表4-8 自我效能在職涯功能對知覺就業力之中介效果分析表39
表4-9自我效能在心理社會功能對知覺就業力之中介效果分析表40
表4-10自我效能在角色模範功能對知覺就業力之中介效果分析表41
表4-11 Sobel test分析表42
表4-12 研究假設之驗證結果彙整表43
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二、英文文獻
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