| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所在職專班 | zh_TW |
| DC.creator | 黃慧娟 | zh_TW |
| DC.creator | Hui-Juan Huang | en_US |
| dc.date.accessioned | 2022-6-1T07:39:07Z | |
| dc.date.available | 2022-6-1T07:39:07Z | |
| dc.date.issued | 2022 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=109457025 | |
| dc.contributor.department | 人力資源管理研究所在職專班 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 現今，企業面臨著經濟、全球化、不確定性、技術和勞動力市場對其競爭力的挑戰。為提升其企業組織競爭力，除了軟硬體的投資外，也有越來越多企業了解到人力資本投資對組織績效、組織生產力及競爭力優勢等之助益。而台灣職場文化不同於鄰近的北亞國家，如日本、韓國勞工在同一家公司服務至退休的概念較為薄弱。加上知識經濟、Z世代加入勞動市場、員工多元職涯觀念的崛起，人力銀行曾統計，台灣人平均一份工作待24.2個月。當員工感受到自身就業力提升而在現有公司無法獲得更好的機會、公司無發展前景時，通常會產生離職念頭選擇外部能獲得更有利職涯發展條件的機會。
本研究主要探討公司補助及自費參與外部發展型訓練對員工就業力，以及就業力對離職傾向的影響，了解外部發展型訓練是否會因公司補助及自費參與的不同對員工就業力及離職傾向有不同影響。本研究主要採普查方式發放問卷連結，邀請受試者至網路平台（Survey Cake）不計名方式進行問卷填寫，合計回收有效問卷 336 份。以描述性統計分析、信度分析、驗證性因素分析、相關分析及迴歸分析進行資料結果分析與假設驗證，結果顯示： (1)公司補助外部訓練對就業力有正向的影響；(2) 自費參與外部訓練對就業力有正向的影響；(3)就業力對離職傾向有負向的影響；(4) 就業力對公司補助外部訓練影響離職傾向具有中介效果。期能促使企業重視員工教育訓練，能透過提供完善而有效的外部發展型訓練安排，提升員工生產力績效及組織績效，進而達到減低不斷提升就業力員工的離職傾向。 | zh_TW |
| dc.description.abstract | Today, businesses face challenges to their competitiveness from the economy, globalization, uncertainty, labor markets and technology. To enhance the competitive-ness of their organization, in addition to the investment in software and hardware, more and more company also understand the benefits of human capital investment on organi-zational performance, organizational productivity and competitive advantage. The workplace culture in Taiwan is different from that of neighboring North Asian countries, such as South Korea and Japan. The concept of workers serving in the same company until retirement is relatively weak. Coupled with the knowledge economy, the entry of Generation Z into the labor market, and the rise of employees′ concept of multiple ca-reers, when employees feel that their employability has improved, but they cannot get better opportunities in the company, and the company has no development prospects, they usually will have the idea of leaving and choosing external development conditions that can obtain more better employment opportunities.
The main purpose of this study is to explore the influence of external developmen-tal training on employees′ employability and turnover intention. In the meantime, the present study also try to explore whether company subsidies and self-pay participation in external developmental training has different effects on employability and turnover intention. This research using online surveys. With 336 effective questionnaires. the re-sults of statistical analysis indicated that: (1) the company subsidizes external develop-mental training was positively associated with employability; (2) self-pay external de-velopmental training was positively associated with employability; (3) employability has negative associated with turnover intention; (4) employability has a mediating effect on the relationship between company subsidy external training and turnover intention. It is expected to encourage company to improve employee productivity performance and organizational performance by providing complete and effective external develop-ment-oriented training arrangements, thereby reducing the turnover intention of em-ployees who continuously improve their employability. | en_US |
| DC.subject | 人力資本投資 | zh_TW |
| DC.subject | 外部訓練 | zh_TW |
| DC.subject | 就業力 | zh_TW |
| DC.subject | 離職傾向 | zh_TW |
| DC.subject | General Human Capital Investment | en_US |
| DC.subject | External developmental training | en_US |
| DC.subject | Employability | en_US |
| DC.subject | turnover intention | en_US |
| DC.title | 外部發展型訓練參與對個人就業力提升與離職傾向之關聯 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | The Relationships among External Training Participation, Employee Employability and Turnover Intention | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |