我國北區大學校院學生事務人員生涯自我效能與生涯阻礙之相關研究

A Correlational Study of Career Self-Efficacy and Career Barriers of College Student Affairs Staff

劉惠媛(Liu Hui Yuan)

指導教授 ： 劉秀嫚

國立臺灣師範大學/教育學院/公民教育與活動領導學系在職進修碩士班/碩士(2010年)

摘要

本研究旨在瞭解我國北區大學校院學生事務人員的生涯自我效能與生涯阻礙之現況，以及生涯自我效能與生涯阻礙的相關。
為達上述目的，本研究以我國北區大學校院學生事務人員為研究母群體，於98年6月中旬以配額取樣方式，抽取440位樣本，並以「大學校院學生事務人員生涯發展調查問卷」為研究工具進行問卷調查。問卷共回收420份，有效問卷398份，有效回收率90.45％。所得資料以SPSS17.0 for Windows 進行問卷信、效度、描述統計、單因子變異數及典型相關分析。
本研究結果歸納如下：
一、我國北區大學校院學生事務人員具有中上程度的生涯自我效能，亦即普遍相信自己能成功地完成學務工作；能順利解決與面對學務工作的困境與壓力；當調動或變更職務時，也能隨時作好勝任新工作的準備。在生涯阻礙方面，則分別於「背景/情境」、「個人/心理」及「社會/人際」等構面，遭遇稍微程度的阻礙。
二、在生涯自我效能方面，我國北區大學校院學生事務人員中，分別為男性、年齡較長、碩士學歷（含以上）畢業、受過學生事務相關專業訓練、修過教育課程或學分、已婚、有子女、資深、主管、正式職員者，顯著高於女性、年齡較輕、技專校院畢業、沒有受過學生事務相關專業訓練、沒有修過教育學程或學分、沒有婚姻關係、沒有子女、資淺、非主管、約聘僱人員者。
三、在生涯阻礙方面，我國北區大學校院學生事務人員中，分別為女性、年齡較輕、大學畢業、沒有婚姻關係、沒有子女、資淺者，顯著高於男性、年長、碩士學歷（含以上）畢業、已婚、有子女、資深者。
四、整體而言，我國北區大學校院學生事務人員在生涯自我效能與生涯阻礙間有一組典型相關達到顯著。
最後，根據本研究之結果，提出對相關單位、學生事務人員，以及對未來研究的建議，以供參考。

關鍵字

大學學生事務人員 ； 生涯自我效能 ； 生涯阻礙

並列摘要

The purposes of this study were to understand the current career self-efficacy and career barriers among college student affairs staff in northern Taiwan, and to examine the relationship between staff’s career self-efficacy and career barriers.
The study used a cross-sectional research design. Quota sampling was used to obtain the desired sample. 440 student affairs staff were selected from 19 institutions across northern Taiwan according to the following strata: location, public/private, and university/college. The data were collected using the “College Student Affairs Staff’s Career Development Inventory (CSASCDI)”. The CSASCDI consisted of three parts: Career Self-Efficacy Scale (CSES), Career Barrier Scale (CBS), and Background Information (BI). A total of 420 responses were received and among them 398 were valid. The valid response rate was 90.45%. Reliability, descriptive statistics, one-way ANOVA, and canonical correlation analyses were conducted to analyze the data using SPSS 17.0 for Windows.
Results indicated that college student affairs staff in northern Taiwan have an intermediate-high level of career self-efficacy. In other words, most of them believe that they can successfully accomplish student affairs-related tasks, resolve difficulties, and cope with pressure from their daily work. In addition, they believe that they are ready for position adjustment or position change. With regard to career barriers, these college student affairs staff encountered a mild level of barriers in the following three dimensions: “background/context”, “individual/psychological”, and “social/interpersonal”.
In terms of career self-efficacy, student affairs staff who are male, older, having a master’s degree (or above), married, having a child (or children), senior, supervisors, official employees, or who are professionally or educationally trained, exhibit a higher level of career self-efficacy than those who are female, younger, having only a bachelor degree, unmarried, childfree, less senior, non-supervisors, non-official employees, or who are not professionally or educationally trained.
In terms of career barriers, student affairs staff who are female, younger, having a bachelor degree, unmarried, childfree, or less senior, encounter significantly more career barriers than those who are male, older, having a master’s degree (or above), unmarried, having a child (or children), or less senior.
Results of the canonical correlation analyses found that college student affairs staff’s career self-efficacy were significantly correlated with career barriers. The higher career self-efficacy a student affairs staff possessed, the less career barrier he/she encountered.
Based on the results, suggestions for government organizations, institutions, student affairs staff, and future researchers were proposed.

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