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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/67946


    Title: 員工職涯障礙感知對其教育訓練參與之影響;The Impact of Employees’ Perceived Career Barriers on Their Training Participation
    Authors: 陳亦星;Chen,Yi-hsing
    Contributors: 人力資源管理研究所
    Keywords: 職涯障礙感知;教育訓練;人力資本;Perceived Career Barriers;Training;Human Capital
    Date: 2015-07-17
    Issue Date: 2015-09-23 10:05:18 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 每個人都有可能在職涯中遇到障礙。這些障礙可能來自個人、環境,或是兩者皆具。而員工面對職涯障礙時,可能會採取不同的應對方式。有些障礙是可以透過教育訓練的參與而解決;有些則無法經過教育訓練改善。員工教育訓練投入,可以使其增進人力資本,進而改善在職場中所面臨的障礙。本篇論文目的在探討員工職涯障礙感知,對其教育訓練參與之影響。教育訓練課程主要分為三種:商業技能、專業技能及一般技能訓練,使用參加課程的數量與投入時數為依變項。另外,討論性別、教育程度與契約性質為調節變項時,是否會影響其對教育訓練的投入。
      研究樣本是由行政院勞動部統計處於2010年5月針對有參加勞工保險之員工所做的調查,目的為深入研究勞工教育訓練情形及目前工作狀況。此研究共有4,138份有效樣本,調查2009年6月至2010年5月期間員工所參與之訓練項目與受訓時數等項目。本篇論文發現,根據員工不同職涯障礙感知,將對其教育訓練參與是會有不同影響。當員工認為自己能力不足或無法勝任職務時,他們將會降低其商業技能與專業技能訓練的課程數量與投入時數。有公司對待不公平與工作沒有保障之職涯障礙時,員工會增加其對專業技能訓練的投入。同時,根據干擾變項的結果顯示,社會上相對較弱勢的族群,如女性、低教育程度與定期勞動契約,當他們面臨職涯障礙時,他們傾向更積極參與一般技能訓練。而男性、高教育程度與非定期勞動契約者,則減少對一般技能之訓練。
    ;Everyone would encounter barriers in their career. Those barriers may come from individual themselves, the work environment, or both of the two. When employees faced barriers, they take actions in different ways. Employees’ training participation can enhance their human capital. Meanwhile, it could solve barriers which they encountered. The purpose of this paper to explore the impact of employees’ perceived career barriers on their training participation. Training are divided into three types: Business Skills Training, Professional Skills Training, and General Skills Training. We measured it by the amount and the hours of their participation as dependent variables. In addition, we examine the gender, education, and type of contracts as moderators.
     The sample of this study is from the Department of Statistics, Council of Labor Affairs, Executive Yuan. In order to understand workers’ living and employment conditions. 4,138 respondents with labor insurance, they conduct the period from June 2009 to May 2010 employees’ training participation and barriers. We found that depending on employees’ perceived career barriers, there will be different on their training participation. Employees with Incapability Barriers, they would reduce their investment in the amount and the hours of Business and Professional Skills Training. Instead, employees with Treat Unfairly and Insecurity Barriers will increase their Professional Skills Training. Meanwhile, according to the moderation effects, vulnerable groups are more likely to attend General Skills Training.
    Appears in Collections:[人力資源管理研究所] 博碩士論文

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