教育訓練對青年留任意願影響之實證研究

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游翊筠(Yi-Yun Yu) 查詢紙本館藏

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產業經濟研究所在職專班

論文名稱

教育訓練對青年留任意願影響之實證研究
(An Empirical Study of the Effect of Job Training on Youth′s Employee Retention)

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摘要(中)

青年勞動者面臨全球無疆界之經貿市場，再加上COVID-19疫情大流行重創全球經濟，使勞動市場產生劇烈競爭，造成青年勞動者感受就業環境今非昔比及學用落差；而企業及雇主面臨人才流動瓶頸及無法於青年勞動者獲得即戰力問題，企業期望透過教育訓練，提升青年勞動者對於組織文化認同，解決缺才及留才議題。對於國家而言，青年勞動者學無致用及工作流動性高，對於勞動市場和經濟發展都具有一定的影響，因此政府推動與企業及產業接軌之教育訓練不遺餘力，欲以減少青年勞動者成為尼特族及長期失業困境，達到育才、留才效果。
本研究採用勞動部2018-2020 年「15~29 歲青年勞工就業狀況調查」共10,589筆資料，探討青年勞動者面對雇主及政府推動之教育訓練，教育訓練是否會影響青年勞動者的留任意願，並分析影響教育訓練與留任意願各項因素之效果。採用Bivariate Probit Model作為實證模型，實證發現影響青年勞動者參加教育訓練及工作留任意願的主要原因為公司規模、學以致用程度及教育程度。青年勞動者更重視工作與自身匹配度，渴望運用自身的專業和興趣進行一些創新的事情，來滿足自我價值需求，並且青年勞動者更傾向留在有提供教育訓練之組織中。此外，本研究發現青年勞動者非常重視所在組織之公平性，因此企業及雇主願意對於具備哪些特性之青年勞動者提供教育訓練將影響勞動者參與教育訓練及留任意願。本研究可以幫助制定更有針對性的政策和措施，促進青年勞動者的專業發展和留任意願。

摘要(英)

The current economic and trade market is global and borderless, and the COVID-19 pandemic has had a devastating impact on the global economy, resulting in fierce competition in the labor market. Young employees are experiencing a different employment environment from the past, and there is a gap between the knowledge acquired in school and its practical application in the workplace. Facing the challenges of talent mobility bottlenecks and young employees lacking immediate career readiness, enterprises and employers expect that through an employee training to enhance the organizational cultural identification of these employees and to solve talent shortage and retention issues. As far as the nation is concerned, young employees have a little utilization of their school knowledge and high job mobility, which has a certain impact on the labor market and economic development. Therefore, the government spares no effort in promoting employee training that aligns with the needs of enterprises and industries to reduce the number of young employees who become NEET and experience long-term unemployment, and achieves the effect of cultivating and retaining talents.
This research uses data from 10,589 survey samples of 15-29-year-old young employees’ employment status conducted by the Ministry of Labor from 2018-2020 to explore whether an employee training promoted by employers and the government will affect young employees’ retention and to analyze the effects of various factors affecting an employee training and retention. Using the Bivariate Probit Model as the empirical model, the empirical results indicate that the proportion to the main decision-making of young employees′ participation in an employee training and job retention willingness is the scale of the young employees′ companies, the degree of application of what they have learned, and the level of education. Young employees pay much attention to the matching degree between their work and personal interests, and are eager to use their expertise and interests to make innovations to achieve self-worth needs, and young employees are more likely to stay in organizations that offer employee training opportunities. This study found that the fairness within the organization is also important to young employees. Consequently, enterprises and employers are willing to provide to young employees who possess the characteristics will affect their participation in an employee training and willingness to stay. This research can assist in the development of more targeted policies and measures aimed at promoting the professional growth and retention intentions of young employees.

關鍵字(中)

★ 青年勞動者
★ 教育訓練
★ 留任意願
★ Bivariate Probit Model

關鍵字(英)

★ Young employee
★ Training
★ Retention
★ Bivariate Probit Model

論文目次

摘要........................................ i
ABSTRACT.................................... ii
誌謝........................................ iv
目錄........................................ v
圖目錄...................................... vii
表目錄...................................... viii
第一章緒論.................................. 1
第一節研究背景.............................. 1
第二節研究動機及目的........................ 5
第三節研究架構與流程........................ 7
第二章文獻探討............................. 8
第一節前言................................. 8
第二節教育訓練對於勞動者留任意願之相關理論.... 8
第三節教育訓練與留任意願相關研究文獻.......... 9
第四節其他影響對教育訓練及留任意願之相關文獻... 11
第三章資料來源與變數選擇..................... 16
第一節研究資料來源.......................... 16
第二節變數選取.............................. 17
第四章研究方法.............................. 20
第一節前言.................................. 20
第二節實證模型設定........................... 20
第五章實證結果.............................. 23
第一節前言.................................. 23
第二節實證結果............................... 23
第六章結論與建議............................. 35
第一節結論.................................. 35
第二節研究限制與建議......................... 35
第三節未來研究方向........................... 36
參考文獻..................................... 38

參考文獻

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指導教授

蔡偉德(Wei-Der Tsai)

審核日期

2023-7-18

推文