員工知覺企業教育訓練供給與自身學習需求差異對組織承諾及留任意願之影響

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姓名

葉筱屏(Hsiao-Ping Yeh) 查詢紙本館藏

畢業系所

人力資源管理研究所在職專班

論文名稱

員工知覺企業教育訓練供給與自身學習需求差異對組織承諾及留任意願之影響
(The impact of employee-perceived difference between supply and demand of employee training on organizational commitment and retain intention.)

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摘要(中)

受到外部環境改變的影響，人力市場的供給短缺，造成企業招才不易，而優秀的人才是企業維持競爭優勢的重要資源，因此如何培養和留住具有潛能的員工，對企業是當前是很重要的議題。而企業實施的教育訓練對於員工來說是否能符合個人的需求，會影響員工的對於企業的認同感以及個人的學習意願，進而影響員工的留任意願及學習成效。
本研究目的在探討員工知覺企業教育訓練的供給與需求差異是否會對員工之組織承諾與留任意願產生影響，以問卷調查法，對目前在台灣地區就職的企業員工為研究對象，共取得254份有效問卷，並利用統計軟體SPSS與Amos軟體進行資料分析。
分析結果顯示，企業教育訓練供給的程度愈大，會影響員工的留任意願程度，而且企業供給和員工學習需求差異程度愈小，會影響員工的情感承諾和規範承諾程度，進而影響員工的留任意願。。
綜合研究結果，企業的教育訓練的實施應同時考量企業組織目標與員工的學習需求，才能同時達到組織維持競爭優勢之目標和員工技能提升，並且企業也能留住人才。因此若企業希望能增加員工的留任意願或是提高員工的組織承諾程度，可以從教育訓練需求分析著手，協助企業的教育訓練實施能更符合員工的學習需求。

摘要(英)

Affected by the changes in external environment, the shortage of supply in the labor market makes it difficult for companies to recruit talents, and excellent talents are an important resource for companies to maintain a competitive advantage. Therefore, how to training and retain potential employees is very important issue for enterprises at present. Whether the employee training supplied by the enterprise can meet the individual needs of the employees will affect the employees′ sense of identity with the company and their personal willingness to learn, and then affects their retain intension and their learning effectiveness.
The purpose of this research is to explore whether the differences in the supply and demand of employees′ perception of employee training will have an impact on employees′ organizational commitment and retain intention. Using a questionnaire survey method, the research objects are corporate employees currently working in Taiwan, and a total of 254 valid questionnaires were obtained. And the statistical software SPSS and Amos were used for data analysis.
The analysis results show that the greater the supply of employee training in the company, the greater the degree of employee retain intention, and the smaller the difference between company training supply and employees′ learning needs, the greater the degree of affective commitment and normative commitment of employees, and then affects employees retain intention.
In conclusion, the supply of employee training of company should consider both the organizational goals of the company and the learning needs of employees, so as to achieve the goal of maintaining a competitive advantage for the organization and improve the skills of employees, and the company can also retain talents. Therefore, if a company hopes to increase employees retain intention or improve the organizational commitment of employees, it can start from the analysis of education and training needs, and assist companies in the supply of training to better meet the learning needs of employees.

關鍵字(中)

★ 教育訓練
★ 供給程度
★ 需求程度
★ 組織承諾
★ 情感承諾
★ 持續承諾
★ 規範承諾
★ 留任意願

關鍵字(英)

★ Employee training
★ Supply
★ Demand
★ Organizational commitment
★ Affective commitment
★ Continuance commitment
★ Normative commitment
★ Retain intention

論文目次

摘要 i
Abstract ii
誌謝 iii
目錄 iv
圖目錄 vi
表目錄 vii
一、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 3
二、文獻探討 4
2-1 教育訓練的定義與理論 4
2-2 組織承諾的定義與理論 10
2-3 留任意願的定義與理論 13
2-4 教育訓練供需差異與留任意願之關係 13
2-5 教育訓練供需差異與組織承諾之關係 15
2-6 組織承諾與留任意願之關係 15
2-7 教育訓練供需差異、組織承諾與留任意願之關係 16
三、研究方法 18
3-1 研究架構 18
3-2 研究假設 19
3-3 研究變項之操作性定義與衡量 19
3-4 資料蒐集和分析方法 24
四、研究結果 26
4-1 敘述性統計 26
4-2 信度和效度分析 27
4-3 平均數、標準差與Pearson相關分析 30
4-4 假設檢定分析 33
4-5 假設檢定結果彙整 43
五、結論與建議 46
5-1 研究結論 46
5-2 管理意涵 48
5-3 研究限制與建議 50
六、參考文獻 51
附錄 55

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指導教授

陳明園(Chen-Ming Yuan)

審核日期

2022-5-23

推文