員工自我效能信念與訓練課程需求、訓練成效之相關研究

The Relationships among Employee's Self Efficacy,Training Needs,and Training Effect

柳玉清

《玄奘社會科學學報》 9期 (2011/11) Pp. 1-20

https://doi.org/10.29592/BGYY.201111.0001

摘要

本研究以問卷調查方式探員工自我效能信念與訓練課程的需求、以及自評訓練成效之間的關係。自回收的363份有效問卷發現：樣本不因性別或工作年資不同而在自我效能信念有所不同，然而年齡對自我效能產生顯著影響力（尤其是31至50歲樣本的自我效能信念顯著高於30歲以下的員工），研究所教育程度者之自我效能信念顯著大於高中職程度者，擔任主管者的自我效能感卻較非主管員工為低。員工對於二年/短期內訓練課程的需求，傾向以與工作直接相關一般能短期內訓練課程的需求，傾向以與工作直接相關一般能力或專業訓練為主。至於二年以後的需求，則偏向管理、生涯發展、專業證照和第二專長等有助於職涯發展之課程。具有越強目標導向信念之員工，無論短期之內或長期性，其對於與作專業相關、或提升一般工作能力、以及管理訓練方面的課程需求越強，反之，則需求越弱。目標導向信念越強者，短期內有較強動機想要接受專業證照考試有關的訓練，長期性則偏向培養個人第二專長。具較強目標導向信念者，認為訓練能達到「力提升與工作滿足」、「他人肯定與升遷加薪」、「拓展人脈與生涯發展」等成效。本研究根據研究結論提出相關建議事項，以做為企業進行員工教育訓練和成人教育機構教學設計之參考。

關鍵字

自我效能 ； 目標導向信念 ； 訓練需求 ； 訓練成效 ； 訓練成效評估

並列摘要

This study adopted a questionnaire to investigate the relationships among employee’s self efficacy, training needs, and training effect. There were 363 valid questionnaires returned. Results showed that the demographic variables such as gender and work years were not significantly associated with self efficacy. However, those who were 31 to 50 years old showed significantly higher self-efficacy than those under 30.Participants who had a graduate degree also had a significantly higher self-efficacy score than those with a high school degree. In addition, participants with supervisory experience tended to get lower self-efficacy scores.There were two types of training needs included in this study: short-term (within two years) and long-term (more than two years). For the short-term needs, participants preferred the trainings focusing on general job abilities and their specialized fields. As for the long-term training needs, they favored training programs related to career development, management skills, preparation for certificate exams, and development of a second specialty.Participants with higher goal-oriented efficacy scores displayed stronger interests in training related to general job abilities, their specialized field, and management for both short-term and long-term needs. Participants with stronger goal-oriented efficacyshowed a stronger need in preparation for certificates in the short-term, but a stronger need in building a second specialty for the long-term. Regarding the evaluation of training effect, participants who had a highergoal-oriented efficacy score agreed more on the training which can enhance work abilityand work satisfaction, obtain other’s recognition, promotion, and salary increase, and expanded personal network and career development. Based on the results from this study, recommendations were provided for developing a training design and enhancing training effects.

並列關鍵字

self-efficacy ； goal-oriented efficacy ； training needs ； training effect ； training effect evaluation