DSpace community: 企業管理學系碩士在職專班

國外旅遊使用電子支付之使用意圖分析

Fri, 06 Mar 2026 10:26:33 GMT

title: 國外旅遊使用電子支付之使用意圖分析 abstract: 隨著行動科技與數位金融的普及，電子支付已逐漸成為消費者日常交易的重要工具。近年國人出境旅遊人數持續增加，如何促進消費者於海外旅遊時使用電子支付，已成為產業與學術界關注的議題。本研究以科技接受模型（Technology Acceptance Model, TAM）為理論基礎，結合「信任」與「便利性」兩項外部構面，探討國人於國外旅遊情境下使用電子支付之行為意圖。本研究採用問卷調查法，共回收有效樣本231份，並運用結構方程模型（Structural Equation Modeling, SEM）進行實證分析。研究結果顯示，便利性對感知有用與感知易用均具有顯著正向影響；信任對感知易用具顯著正向效果，但對感知有用影響不顯著。感知易用除能顯著影響感知有用外，亦對使用意圖產生正向影響；而感知有用則為影響使用意圖的關鍵因素。整體而言，模型適配度良好，顯示 TAM 模型於跨境支付情境中具良好解釋力。本研究結果指出，消費者在海外使用電子支付的意圖主要取決於對系統效益與操作便利性的認知，信任雖為重要前因，但其影響多透過易用性間接發揮作用。研究成果除可作為電子支付業者設計跨境應用與行銷策略之參考外，亦提供未來相關研究在理論模型擴充與跨國比較上的實證基礎。 ;With the rapid advancement of mobile technology and digital finance, electronic payment (e-payment) has become an essential tool for daily transactions. As the number of Taiwanese travelers going abroad continues to increase, understanding the factors that influence their intention to use e-payment while traveling overseas has become a crucial issue for both academia and industry. This study adopts the Technology Acceptance Model (TAM) as its theoretical foundation and incorporates two external constructs—trust and convenience—to explore Taiwanese consumers’ behavioral intention to use e-payment in international travel contexts. A total of 231 valid responses were collected through a questionnaire survey, and Structural Equation Modeling (SEM) was employed for empirical analysis. The results indicate that convenience has a significant positive effect on both perceived usefulness and perceived ease of use. Trust positively influences perceived ease of use but shows no significant effect on perceived usefulness. Furthermore, perceived ease of use not only significantly affects perceived usefulness but also directly influences behavioral intention, while perceived usefulness remains the most critical determinant of usage intention. Overall, the model demonstrates good fit, confirming the applicability of TAM in cross-border payment contexts. The findings suggest that travelers’ willingness to adopt e-payment abroad is primarily driven by their perceptions of usefulness and operational convenience. Although trust plays an important role, its impact mainly operates through perceived ease of use. The results provide practical insights for e-payment service providers to enhance cross-border payment experiences and offer theoretical implications for extending TAM and conducting future comparative studies across different cultural and international contexts.

學習型組織文化與創新行為、工作滿意度、工作績效關係之研究;A Study of Learning Organizational Culture, Innovative Behavior, Job Satisfaction, and Job Performance

Fri, 17 Oct 2025 03:43:25 GMT

title: 學習型組織文化與創新行為、工作滿意度、工作績效關係之研究;A Study of Learning Organizational Culture, Innovative Behavior, Job Satisfaction, and Job Performance abstract: 本研究旨在探討學習型組織文化與員工創新行為、工作滿意度及工作績效之間的關聯性，以台灣企業員工為研究對象，透過線上問卷調查，總共回收232份有效樣本。本研究驗證了學習型組織理論在台灣情境下的適用性，研究結果顯示：(1)學習型組織文化與創新行為呈顯著正向關係；(2)創新行為與工作績效呈顯著正向關係；(3)學習型組織文化與工作滿意度呈顯著正向關係；(4)工作滿意度與工作績效呈顯著正向關係。根據研究結論，本研究提出管理意涵與未來研究之建議。;This study investigates the relationships among learning organizational culture, employee innovative behavior, job satisfaction, and job performance. Data were collected through the survey conducted online to employees in Taiwan. A total of 232 valid responses were obtained. It is found that: (1) learning-oriented organizational culture is positively related to employee innovative behavior; (2) innovative behavior is positively related to employee job performance; (3) learning-oriented organizational culture is positively related to employee job satisfaction; (4) job satisfaction is positively related to employee job performance. The findings verify the appropriateness of learning-oriented organizational culture in Taiwan’s workplace. Drawn on the findings, managerial implications and suggestions for future research are thus discussed.

3C零售業新人績效的影響因素分析：師徒關係、教育訓練、團隊合作與工作學習的關聯性研究

Fri, 17 Oct 2025 03:43:10 GMT

title: 3C零售業新人績效的影響因素分析：師徒關係、教育訓練、團隊合作與工作學習的關聯性研究 abstract: 在人口結構轉變與少子化現象的雙重影響下，企業面臨人力資源招募與留任的困難，尤其是具備高度競爭性且產品快速更迭的3C零售產業，新進人員的快速適應與績效穩定，已成為企業經營成功的重要因素。然而，過往學術研究多集中於製造業或一般服務業，針對3C零售業這類知識密集且快速變動的產業，其新進員工培育與績效管理之系統性探討仍顯不足，特別是師徒關係、教育訓練、團隊合作與工作學習四大重要因素之綜合分析，更為罕見。有鑑於此，本研究以台灣某具代表性之3C連鎖零售企業新進員工為研究對象，運用問卷調查及實際營運績效（例如月平均毛利）之客觀數據，深入檢視師徒關係與教育訓練在提升新進員工團隊合作能力與工作學習成效方面之具體貢獻，並探討這些因素對於員工績效表現的直接影響與相互之間的交互作用。研究結果顯示，師徒關係與教育訓練對新進員工的工作學習具有顯著正面效果，其中師徒關係更對團隊合作能力展現出高度促進作用。但當以實際績效指標（月平均毛利）評估時，團隊合作與工作學習對績效的直接影響未達統計顯著水準，凸顯了新進員工績效形成的複雜性。此外，本研究亦發現各主要變項間存在顯著的高度相關性，可能引發多重共線性問題，未來研究可加入其他潛在解釋變數，並採用縱貫式研究方法以獲得更完整的實務意涵。整體而言，本研究透過深入分析3C零售業人力資源管理的獨特問題與挑戰，不僅有助於彌補過往文獻的不足，更提出適切且可執行的人才培育與管理建議，期許能協助企業在競爭激烈的市場環境下，有效提升新進員工之適應力與績效表現，進而建立長期穩健的競爭優勢。 ;With the ongoing trend of declining birth rates, enterprises are facing increasingly severe challenges in recruiting and retaining human resources. Particularly in the highly competitive and rapidly changing 3C retail industry, the quick adaptation and stable performance of new employees significantly influence overall operational efficiency and customer satisfaction. However, existing empirical research primarily focuses on manufacturing or general service industries, with limited studies addressing the specific training environments unique to the 3C retail sector. Moreover, systematic studies integrating mentoring relationships, education and training, teamwork, and workplace learning simultaneously remain scarce. Therefore, this study aims to systematically investigate the associations among these four critical factors—mentoring relationships, education and training, teamwork, and workplace learning—and their impact on new employee performance. This research examines new employees from a representative 3C retail chain in Taiwan, using quantitative questionnaire surveys combined with objective performance indicators (e.g., monthly average gross profit). The study analyzes how mentoring relationships and education and training foster teamwork and workplace learning, further exploring the roles of teamwork and workplace learning in influencing new employee performance. The findings indicate that mentoring relationships and education and training significantly and positively influence workplace learning, and mentoring relationships also strongly enhance teamwork. However, when measured by monthly average gross profit, the direct effects of teamwork and workplace learning on performance were not statistically significant, highlighting the complexity of performance formation in the 3C retail context. This study also reveals high intercorrelations leading to potential multicollinearity issues, suggesting that future research should incorporate additional influencing factors and adopt a longitudinal research design to better understand causal relationships and long-term impacts. In conclusion, this research not only addresses the gap in human resource management studies within the 3C retail sector but also offers practical and strategic recommendations for talent development. The findings aim to assist enterprises in effectively training and stabilizing new employees, thereby achieving sustained competitive advantages in rapidly changing and highly competitive market environments.

員工職能、策略與性格之初探— 以外商醫藥代表為例

Fri, 17 Oct 2025 03:43:05 GMT

title: 員工職能、策略與性格之初探— 以外商醫藥代表為例 abstract: 本研究旨在探討台灣外商藥廠醫藥代表在數位轉型與醫療體系變革下,所需具備的核心職能能力、人格特質與市場應對策略。隨著醫藥產業法規日益嚴格、醫師決策趨於專業化與複雜化,醫藥代表的角色已從單純的產品推廣者,轉變為具備臨床知識、策略思維與數據解讀能力的整合型人才。本研究採質性研究,透過十餘位外商藥廠醫藥代表的深度訪談與五大人格測評,結合 KSA 模型、冰山職能模型、TTQS 訓練架構與大五人格理論,進行系統性分析。本研究發現,高績效醫藥代表通常具備高度責任感、外向性與開放性,能有效面對臨床需求與市場挑戰;企業則可透過 TTQS 導入精準訓練模組,強化職能發展與策略實踐。針對研究結果,本研究提出管理意涵與未來研究之建議。;This study explores the core competencies, personality traits, and strategic responses required of medical representatives (MRs) in multinational pharmaceutical companies operating in Taiwan, amidst industry digitalization and evolving healthcare systems. As regulatory standards intensify and clinical decision-making becomes increasingly complex, the role of MRs has shifted from traditional product promoters to integrated professionals possessing clinical knowledge, strategic communication skills, and data interpretation abilities. Adopting the qualitative research approach, the study conducts in-depth interviews and the Big-Five personality assessment with medical representatives. Drawing on the KSA model, the iceberg competency framework, the talent quality-management system (TTQS), and the Big-Five model, the findings indicate that high-performing MRs exhibit a higher level of conscientiousness, extraversion, and openness—traits that enhance their adaptability and clinical influence. Drawn on the findings, managerial implications on training programs and competency-based talent development strategies are proposed and suggestions for future research are thus discussed.