國軍公餘進修人員的學習動機與職涯規劃之研究-以馬祖南竿地區為例

國軍近年來推動募兵制度，強化軍士官招募與留營誘因，鼓勵優秀現役人員長留久任而提出進修等相關福利。因此本研究目的在探討國軍公餘進修人員的個人背景變項：單位、兵科類別、職務、從軍管道、教育程度及幕僚年資，在學習動機與職涯規劃之關係。以馬祖地區陸軍公餘進修人員為研究樣本，共計116人，所使用的工具包括「國軍公餘進修人員學習動機量表」及「國軍公餘進修人員職涯規劃量表」。資料分析方法包括：描述性統計、項目分析(t檢定及相關分析)、信度分析、變異數分析及迴歸分析。透過文獻回顧與相關理論提出研究假設，彙整所收集之資料檢驗本研究。研究結果發現：(一) 「不同服務單位」之馬祖地區公餘進修人員的學習動機變數在「學習誘因」因素構面有顯著差異；(二) 「不同服務單位」之馬祖地區國軍人員公餘進修的職涯規劃變數，在「專業分流」因素構面有顯著差異；學習動機與職涯規劃之迴歸分析模式中，「學習動機」對「職涯規劃」有顯著正向影響，模式解釋力為55%。在學習動機的「單位認同」及「自我效能」構面對職涯規劃變數之「轉換職場」有正向影響。最後，藉由本研究結果可提供國防部辦理國軍公餘進修上之建議參考。

關鍵字

公餘進修；學習動機；職涯規劃

並列摘要

In recent years, the national army has promoted the recruitment system, strengthened the incentives for the recruitment and retention of non-commissioned officers, and encouraged outstanding active-duty personnel to stay long-term and offer relevant benefits such as advanced studies. Therefore, the purpose of this research is to explore the personal background variables of the military personnel who are studying in the military: unit, military category, position, military channel, education level and seniority of staff, and the relationship between learning motivation and career planning. Taking the Matsu area army surplus training personnel as the research sample, a total of 116 people, the tools used include the "National Army Remaining Training Personnel Learning Motivation Scale" and the "National Army Recruitment Training Personnel Career Planning Scale". Data analysis methods include: descriptive statistics, item analysis(t test and correlation coefficient), reliability analysis, variance analysis and regression analysis. Propose research hypotheses through literature review and related theories, and compile the collected data to test this research. The results of the study found that: (1) There are significant differences in the "learning incentives" factor in the learning motivation variables of the "different service units" of the Matsu area's free-duty training personnel; (2) the "different service units" of the national army personnel Yu Jinxiu’s career planning variables have significant differences in the factor dimensions of "professional triage"; in the regression analysis model of learning motivation and career planning, "learning motivation" has a significant positive impact on "career planning", the model explains The force is 55%. The "unit recognition" and "self-efficacy" of learning motivation have a positive impact on the "changing workplace" of career planning variables. Finally, the results of this study can provide suggestions and references for the Ministry of National Defense(MND) to handle the spare-time training of the military.