dc.description.abstract | Career development is a lifelong challenge that every individual must face. How individuals effectively overcome career obstacles or choose career transitions plays a significant role in various stages of life and impacts their future career development. In fact, whether individuals seek to overcome career obstacles or pursue career transitions, investing in human capital through strengthening or transforming their skills is key to success. Participating in training programs is one of the most important ways to invest in human capital. Therefore, this study uses career obstacles and career transition as independent variables and training participation as the dependent variable to explore whether encountering career obstacles or having the intention to switch careers would affect one′s participation in training.
This study uses data from the "Worker’s Living and Employment Conditions" conducted by the Department of Statistics, Council of Labor Affairs, Executive Yuan. The sample consists of 3,936 full-time workers who were Taiwanese nationals and participated in labor insurance in March 2020, with their work status remaining full-time employment in May 2020. The survey covers the training programs and accumulated training hours that the workers participated in from June 2019 to May 2020, aiming to understand their training participation and career planning, etc.
The findings reveal that regarding the influence of career obstacles on training participation, employees who perceive a higher workload tend to choose a greater variety of training courses. Those who consider their job rewards inadequate tend to participate in fewer types of training courses. Furthermore, individuals who feel their job skills are insufficient invest more time in training and participate in a higher average number of training courses.
Regarding the impact of career transitions on training participation, employees who desire to transition to different industries tend to participate in fewer types of training courses but have higher total training hours. Those aspiring to start their own businesses participate in fewer types of training courses and have fewer total training hours. Employees aiming to transition to other companies in the same industry have lower total and average training hours. In terms of the breadth of transition, individuals aspiring to transition across multiple dimensions participate in fewer types of training courses, have fewer total training hours, and lower average training hours. | en_US |