心理資本與訓練動機之關係研究：以屏東縣公務人員為例

A Study on the Relationship between Psychological Capital and Training Motivation： Public Servants in Pingtung County as an Example

林桂花(Lin Kuei-hua)

指導教授 ： 廖婉鈞

國立屏東科技大學/人文暨社會科學院/技職教育研究所/碩士(2021年)

https://doi.org/10.6346/NPUST202100330

摘要

本研究試圖探討公務人員心理資本與訓練動機的關係，了解在職員工自我效能、韌性、樂觀高低程度對訓練動機的影響。本研究採用問卷調查法，研究對象為屏東縣鄉(鎮、市)公所公務人員，合計發放300份，回收222份，回收率為74%，扣除無效問卷，實際進行分析有效問卷190份，有效問卷回收率63%；以量化統計分析包含敘述性統計分析、因素分析、獨立樣本t檢定、單因子變異數分析、皮爾森積差相關分析、多元迴歸分析等方式，研究結果彙整如下：
壹、不同性別顯示女性的訓練動機顯著高於男性。
貳、不同官等對心理資本於自我效能、樂觀構面有顯著差異，薦任官等皆顯著高於委任官等。
參、不同年齡公務人員心理資本有顯著性差異，56-65歲公務人員自我效能顯著優於25-35歲及36-45歲。
肆、不同服務年資公務人員的心理資本樂觀構面亦有顯著差異，服務年資6-10年公務人員樂觀顯著優於1(含)-5年、服務年資11-15年公務人員也顯著優於1(含)-5年。
伍、公務人員年齡、官等、職位、服務年資和自我效能，性別、教育程度和訓練動機皆呈現有顯著正相關。
陸、公務人員心理資本之自我效能、韌性、樂觀構面與訓練動機皆呈現顯著正相關。
柒、公務人員心理資本韌性構面確實會正向影響訓練動機。
本研究根據研究結果進行討論，並對公務人員、人事部門、行政機關及未來研究提出相關建議，以供參考；研究結果有助於組織內部人才的培育，達到組織整體能力的開發、提昇訓練成效及工作績效與維繫組織核心價值。

關鍵字

心理資本 ； 自我效能 ； 韌性 ； 樂觀 ； 訓練動機 ； 公務人員

並列摘要

This study attempts to investigate the relationship between psychological capital and training motivation of public servants. Specifically, the study seeks to understand how the self-efficacy, resilience, and optimism levels of current public employees influence their training motivation. In terms of research methodology, the study adopted the questionnaire survey method. With a total of 300 samples distributed and 222 copies returned, the study achieved a response rate of 74%. After invalid samples were excluded, a total of 190 valid samples were used for actual research analysis, whereby the valid response rate reached 63%.The data collected were analyzed using quantitative statistics approaches, including descriptive statistics, factor analysis, independent samples t-test, one-way analysis of variance (ANOVA), Pearson correlation coefficient, and multiple regression analysis. The research results are summarized as follows:
1. Among respondents of different genders, females displayed significantly higher levels of training motivation than males.
2. Public servants of different officer rankings manifested significant differences in two psychological capital aspects, i.e., self-efficacy and optimism levels. Executive officers had significantly higher levels than junior executive officers.
3. Public servants of different ages demonstrated significant differences in psychological capital. Particularly, public servants aged between 56 and 65 performed significantly better in self-efficacy than those in the age groups of 25-35 and 36-45.
4. Public servants with different years of service also showed significant differences in optimism levels. public servants with 6 to 10 years of service and 11 to 15 years of service had significantly higher optimism levels than those with 1 (including) to 5 years of service.
5. Public servants’age, officer ranking, position, and years of service displayed significant positive correlations with their self-efficacy, gender, education level and training motivation.
6. The psychological capital aspects (i.e., self-efficacy, resilience, and optimism levels) displayed significant positive correlations with training motivation among public servants.
7. The resilience aspect of psychological capital was found to have a positive influence on training motivation among public servants.
The study provided further discussions based on the research results and proposed relevant suggestions for future researchers as reference. The research findings may facilitate talent development within organizations, improve training effectiveness, and maintain their core values.

並列關鍵字

Psychological Capital ； Self-efficacy ； Resilience ； Optimism ； Training Motivation ； Public Servant

參考文獻

王喻平、戴有德、張曉平（2008）。訓練動機因素對訓練移轉影響研究－以國際觀光旅館員工為例。人力資源管理學報，8(1)，47-74。

莊世杰、楊仁壽、黃俊祥（2002）。受訓動機與訓練評量三個層次之關係研究。管理評論，21(2)，81-102。

壹、中文文獻

江琬瑜（1999）。訓練成效評估之研究（未出版之碩士論文）。國立中央大學：桃園縣。

吳駿逸（2018）。心理資本對工作滿意度及生涯滿意度之影響：生涯敬業之中介效果（未出版之碩士論文）。國立臺灣師範大學：台北市。