員工參與教育訓練對專業能力、工作態度及薪資收入之關聯性探討

以作者查詢圖書館館藏

、以作者查詢臺灣博碩士

、以作者查詢全國書目

、勘誤回報

、線上人數：28

、訪客IP：18.221.11.68

姓名

黃丹亭(Tan-ting Huang) 查詢紙本館藏

畢業系所

人力資源管理研究所

論文名稱

員工參與教育訓練對專業能力、工作態度及薪資收入之關聯性探討

相關論文

★ 航空運輸業之空服人員甄選成績與工作績效之探討	★ 業務人員職能量表之建立-以某電子科技公司為例
★ 導入目標管理於中高階主管績效考核過程探討之研究-以某化工公司為例	★ 人力資源管理措施變革規劃與實施成效評估
★ 人力資源管理措施與工作態度之相關性研究-以城邦出版控股集團為例	★ 績效衡量指標變革對組織績效之影響探討--以某快餐連鎖企業為例
★ 新創事業產品策略、組織發展與組織能力探討－以A公司為例	★ 資材組織之整合過程與效益評析-以某高科技研究機構為例
★ 壽險業務員人格特質與工作績效之關聯性研究－以國內個案壽險公司為例	★ 業務人員職能與業務績效相關性之研究-以M公司為例
★ 核心職能對工作績效之影響－以C證券公司營業員為例	★ 影響壽險業務員工作投入與工作績效因素之探討
★ 人力資源管理活動規劃與實施方式及成效評估 —以大東紡織組織變革探討為例	★ 管理控制系統與組織績效之關連性分析─以某軟體資訊公司為例
★ 領導力才能評鑑360度回饋制度推動之探討-以某國際運輸公司為例	★ 企業績效管理制度之成效與因素探討

檔案

[Endnote RIS 格式]

[Bibtex 格式]

[相關文章]

[文章引用]

[完整記錄]

[館藏目錄]

[檢視]

[下載]

本電子論文使用權限為同意立即開放。
已達開放權限電子全文僅授權使用者為學術研究之目的，進行個人非營利性質之檢索、閱讀、列印。
請遵守中華民國著作權法之相關規定，切勿任意重製、散佈、改作、轉貼、播送，以免觸法。

摘要(中)

目前就業市場普遍存在以下三種現象：1.學校教育與企業的斷層，促使企業提供教育訓練的重要性提升；2.員工對企業忠誠度稍嫌不足，工作態度不如以往；3.國人每月薪資收入調升速度趕不上物價浮動速度。由於以上三種現象，更突顯教育訓練、工作態度，以及薪資收入對國人的重要性。
本研究透過大樣本進行教育訓練、工作態度，以及薪資收入的關聯性探討，並運用SPSS及LISREL統計軟體進行整體架構探討，藉此了解國內勞工參與教育訓練的時數及類型；驗證員工參與教育訓練與其專業能力、工作態度之間是否具有顯著正向關係，俾企業能確認教育訓練所帶來的效益；探討員工參與教育訓練與其每月平均薪資收入之間的關係，並瞭解影響員工薪資收入的可能因素。
本研究結果發現：1.電腦及外語的教育訓練日漸普及；2.教育訓練項目多元性的重要性高於教育訓練時數長度；3.員工參與教育訓練確實可提高其專業能力；4.員工須對教育訓練制度感到滿意才能提高其工作態度；5.員工參與教育訓練對其薪資收入確實有正面影響，平均多參加一項訓練項目可提高約1500元的收入；6.專業能力、工作態度、工作表現三者關係密切；7.影響薪資收入之因素相當多元，又以參與教育訓練為最快達成效者；8.人口統計變相影響力不容小覷，企業日後推行制度時也應同時考量。

摘要(英)

There are three phenomenons in our labor market: 1.What we learn from school can not match the market’s needs, so we need to improve emloyees’ ability by training. 2. Yonunger employees’ working attitudes are not as well as the older. 3. The climbing speed of labor’s real wage cannot cathch up with the speed of Consumer Price Index. Form these phenomeons, we know the impotance of trainig, working attitude and real wage to our labors.
We use SPSS and LISREL to: 1. Know how long and what types of training that our labors accept. 2. Test if employees accept more taining can lead bettr working abilities and attitudes. 3. Know the relationship between training and wage, and know what may influence the wage of employees.
What we find are as follows: 1. Computer and foreign language traingings are more and more diffusive. 2. Multi-dimension training is more important than the length of time. 3. Training can lead better working abilities. 4. Employees must be satisfied with the training programs then they will improve their working attitudes. 5. Training can lead more wages of employees. 6. Tight relationship among ability, attitude and performance.7.Many factors can influence tha amount of wage. 8. Demographic factors are very important.

關鍵字(中)

★ 薪資收入
★ 工作態度
★ 專業能力
★ 教育訓練

關鍵字(英)

★ Wage
★ Attitude
★ Ability
★ Training
★ LISREL

論文目次

第壹章緒論.........................................1
第一節研究背景與動機...............................1
第二節研究目的 ....................................3
第三節研究流程 ....................................4
第贰章文獻探討 ....................................5
第一節教育訓練 ....................................5
第二節工作態度 ....................................11
第三節專業能力 ....................................14
第四節薪資收入 ....................................15
第五節人口統計變項 ................................18
第叁章研究設計 ....................................21
第一節研究架構 ....................................21
第二節研究假設 ....................................22
第三節研究對象 ....................................24
第四節研究變項操作型定義 ...........................25
第五節研究方法 ....................................28
第肆章研究結果 ....................................30
第一節樣本回收情形.................................30
第二節教育訓練現況探討.............................32
第三節信效度檢驗...................................34
第四節結構方程式分析...............................35
第五節研究假設驗證..................................57
第伍章研究結論與建議...............................65
第一節研究結論與建議...............................65
第二節研究限制及後續研究建議.......................68
參考文獻..............................................70
附錄一................................................76

參考文獻

一、中文文獻
Darley, Glucksberg & Kinchla著，楊語芸譯，1994。心理學，台北：桂冠，頁822。
Dessler著，李璋偉譯，1998，人力資源管理，台北：西書出版社，頁268。
104人力銀行，2006，2007年上班族轉職趨勢大調查。
http://www.104.com.tw/cfdocs/cj/2006/tips.cfm?id=3
行政院主計處，2002。受雇員工薪資調查與生產力統計年報。
行政院主計處，2003。受雇員工薪資調查與生產力統計年報。
行政院主計處，2004。受雇員工薪資調查與生產力統計年報。
行政院主計處，2005。受雇員工薪資調查與生產力統計年報。
邱皓政，2000。量化研究與統計分析-SPSS中文視窗版資料分析範例解析，台北：五南書局，頁15-7。
邱皓政，2004。結構方程模式：LISREL的理論、技術與應用，台北：雙葉書廊，頁1.20-1.24、5.3-5.24。
林欽榮，1997。人力資源管理，台北：前程企業管理有限公司，頁188。
吳美連，林俊毅，1999。人力資源管理：理論與實務，台北：智勝文化，頁165。
莊修田，李佳蓉，2002。兩岸室內設計業者工作價值觀與工作態度關聯性之比較－以台北及上海為例，人力資源管理學報：2(4)，頁57-80。
黃英忠，1997。人力資源管理，台北：三民書局，頁199。
張春興，1991。現代心理學－現代人研究自身問題的科學，台北：東華書局，頁609。
藍麗娟，2003。職場工作世代大調查：五年級生VS.工作新世代，Cheers快樂工作人雜誌，34期，頁76-81。
盧智芳，2004。科技人才失衡的搖籃，科技人才太少？! Cheers快樂工作人雜誌，49期，頁76-81。
二、英文文獻
Aguayo-Tellez, E. 2006.Income Divergence between Mexican States in the 1990s: The Role of Skill Premium, Growth and Change, 37(2)：252-277.
Ahmad, K.Z.& Bakar, R.A. 2003. The Association between Training and Organizational Commitment among White-Collar Workers in Malaysia. International Journal of Training and Development, 7(3)：166-185.
Banker, R.D., Lee, S.Y., Potter G..& Srinivasan, D. 2001.An Empirical Analysis of Continuing Improvements Following the Implementation of a Performance-Based Compensation Plan, Journal of Accounting and Economics, 30：315-350.
Banker, R.D., Lee, S.Y., Potter G..& Srinivasan, D.1996.Contextual Analysis of Performance Impacts of Outcome-Based Incentive Compensation, Academy of Management Journal, 39(4)：920-948.
Barron, J.M., Black, D.A. & Loewenstein, M.A.1993.Gender differences in Training, Capital, and Wages, The Journal of Human Resources, 28(2)：pp343-364.
Bartlett, K.R. 2001.The Relationship Between Training and Organizational Commitment: A Study In The Health Care Field, Human Resource Development Quarterly, 12(4)：335-352.
Becker, G.S. 1962. Investment in Human Capital: A Theoretical Analysis, The Journal of Political Economy, 70(5)：9-49.
Beenstock, M.1996. Training and the Time to Find A Job in Israel, Applied Economics, 28：935-946.
Belanger, I., McNally, J.& Flint, D. 2006.Models of the Effects of Monitoring on Perceptions of Trust, Organizational Justice and Organizational Outcomes, The Business Review, 6(1)：51-55.
Beverly, G..1989.Industry Report 1989: Who, How and What, Training, 26(10)：49-63.
Birnbrauer, H. 1987.Evaluation Techniques that Work, Training and Development Journal, 41(7)：53-55.
Bishop, J.H.& Kang, S. 1996. Do Some Employers Share the Costs and Benefits of General Training? Center for Advanced Human Resource Studies, Working paper06-19：1-53.
Blumberg, M.& Pringle, C.D. 1982.The Missing Opportunity in Organizational Research：Some Implications for a Theory of Work Performance, Academy of Management Review, 7(4)：560-569.
Brown, C.J., Pagan, J.A.& Rodriguez-Oreggia, E. 1999. Occupational Attainment and Gender Earnings Differentials in Mexico, Industrial and Labor Relations, 53(1)：123-235.
Bryan, J. 2006. Training and Performance in Small Firms, International Small Business Journal, 24(6)：635-660.
Byrne, Z.S. 2003.The Relationship of Emotional Exhaustion to Work Attitudes, Job Performance, and Organizational Citizenship Behaviors, Journal of Applied Psychology, 88(1)：160-169.
Caldwell, D.F., Chatman, J.A. & O’reilly, C.A. 1990.Building Organizational Commitment：A Multifirm Study, Journal of Occupational Psychology, 63(3)：245-261.
Chang E. 2005. Employees’ Overall Perception of HRM Effectiveness. Human Relations, 58(4)：523-544.
Cosh, A., Hughes, A. & Weeks, M. 2000. The Relationship between Training and Employment Growth in Small and Medium-sized Enterprises. DfEE Research Report, 245.
Cropanzano, R., Howes, J.C., Grandey, A.A.& Toth,P. 1997. The Relationship of Organizational Politics and Support to Work Behaviors, Attitudes, and Stress, Journal of Organizational Behavior, 18：159-180.
Faerman, S. R. & Ban C.1993.Trainee Satisfaction and Training Impact: Issues in Training Evaluation, Public Productivity & Management Review, 16(3)：299-314.
Ferris, K.R. 1981.Organizational Commitment and Performance in a Professional Accounting Firm, Accounting, Organization and Society, 6(4)：317-325.
Finegold, D., Levenson, A. & Buren, M.V. 2005. Access to Training and Its Impact on Temporary Workers, Human Resource Management Journal,15(2)：66-85.
Gabriel, P.E.& Schmitz, S. 2006. The Impact of Gender Differences in Occupational Attainment on the Relative Earnings of Young Workers, Applied Economics Letters, 13：615-619.
Gerfin, M. 2004. Firm-Sponsored General Training in Frictional Labour Markets: An Empirical Analysis for Switzerland, IZA Discussion Paper, 1077.
Holmes, T.L. & Srivastavs, R. 2002.Effects of Job Perceptions on Job Behaviors Implications for Sales Performance, Industrial Marketing Management, 31, 421-428.
Huang, T.C. 2001. The Relation of Training Practices and Organizational Performance in Small and Median Size Enterprises, Education + Training, 43(8)：437-444.
Johlke, M.C. 2006. Sales Presentation Skills and Salesperson Performance. Journal of Business and Industrial Marketing, 21(5)：311-319.
Keller, R.T.1997.Job Involvement and Organizational Commitments as Longitudinal Predictors of Job Performance: A Study of Scientists and Engineers, Journal pf Applied Psychology, 82(4)：539-545.
Kirkpatrick, D.L. 1959.Techniques for Evaluating Training Programs, Journal of the American Society for Training and Development, 13(1)：3-9.
Lazear, E. P. 2006. Productivity and Wages, Business Economics, 41(4)：39-45.
Lindquist, M. J. 2005. Capital-Skill Complementarity and Inequality in Sweden. Scand. J. of Economics, 107(4)：711-735.
Liu C.M. 2007.The Early Employment Influences of Sales Representatives on the Development of Organizational Commitment, Employee Relations, 29(1)：5-15.
Machin, S. & Vignoles, A. 2001. The Economic Benefits of Training to the Individual, the Firm and the Economy: The Key Issues. Center for Economic Performance, London School of Economics：1-25.
Mann, S. & Robertson, I.T. 1996. What Should Training Evaluations Evaluate? Journal of European Industrial Training, 20(9)：14-20.
McCausland, W.D., Pouliakas, K. & Theodossiou, I. 2005. Some are Punished and Some are Rewarded: A Study of the Impact of Performance Pay on Job Satisfaction, International Journal of Manpower, 26(7/8)：636-746.
McGehee, W.& Thayer, P.W. 1961. Training in Business and Industry, McGraw-Hill Book Corporation, 123.
McLinden, D.J., Davis, M.J. & Sheriff, D.E. 1993.Impact on Financial Productivity: A Study of Training Effects on Consulting Services, Human Resource Development Quarterly, 4(4)：367-345.
Meyer, J.P. & Allen, N.J. 1991. A Three-Component Conceptualization of Organizational Commitment, Human Resource Management Review, 1(1)：61-89.
Miner, J.B. & Crane, D.P. 1995. Human Resource Management: The Strategic Perspective. HarperCollins College Publishers：390.
Norman, B. & Paul, S. 1994. Recent Trends in Job Training, Contemporary Economic Policy,12(1)：79-88.
Patrick, L. & Owens, Jr. 2006. One More Reason Not to Cut Your Training Budget: The Relationship Between Training and Organizational Outcomes, Public Personnel Management, 35(2)：163-171.
Ramirez, A. A. 1994. Formal Training, Temporary Contracts, Productivity and Wage, Oxford Bulletin of Economics and Statistics, 56(2)：151-170.
Rotundo, M. & Sackett, P. 2004. Specific versus General Skills and Abilities: A Job Level Examination of Relationships with Wage. Journal of Occupational and Organizational Psychology, 77(2)：127-148.
Saleh, S.D. & Hosek, J. 1976. Job Involvement: Concepts and Measurements, The Academy of Management Journal, 19(2)：213-224.
Schermerhorn Jr, J.R. & McCarthy, A. 2004.Enhancing Performance Capacity in the Workplace：A Reflection on the Significance of the Individual, Irish Journal of Management, 25(2)：45-60.
Schmidt, S.W. 2004. The Relationship Between Satisfaction with On-the-Job Training and Overall Job Satisfaction. Presented at the Midwest Research-to-Practice Conference in Adult, Continuing, and Community Education, Indian University.
Schone, P. 2001. Analysing the Effect of Training on Wages-Using Combined Survey-Register Data. International Journal of Manpower, 22(1/2)：138-157.
Schone, P. 2004.Why is the Return to Training So High? LABOUR,18(3)：363-378.
Vroom, V. H.1964. Work and Motivation. New York Wiley.
Warr, P.B. & Bunce, D.1995. Training Characteristics and the Outcomes of Open Learning, Personnel Psychology, 48, 347-375.
Wasson, R. 1997.Antecedents to Expatriate Satisfaction, Commitment and Involvement: A Study of ESB International, IBAR, 18：153-163.
Webster, B., Walker, E. & Brown, A. 2005. Australian Small Business Participation in Training Activities, Education &Training, 47(8/9)：552-561.

指導教授

黃同圳(Tung-chun Huang)

審核日期

2007-7-4

推文