員工自我職能評估、訓練需求與工作滿意度之相關研究---以月眉育樂世界為例

A Case Study of Yamay Resort – Relevant Research for Emplyees Assessments of Self Compentency, Training Requirements and Job Satisfaction

陳孟菁(chen meng ching)

指導教授 ： 林銘昌

亞洲大學/管理學院/國際企業學系碩士班/碩士(2007年)

摘要

主題樂園的工作人員需要哪些「專業職能」或是「基本資格」等條件及其與訓練關連性的需求？過去並沒有相關研究，而主題樂園的工作人員在自我認定的職能與工作滿意度的關係，亦無類似研究。本研究目的為：探討員工自我職能評估、訓練需求、訓練認知及工作滿意度。探討員工屬性是否影響自我職能評估、訓練需求、訓練認知及工作滿意度。探討員工自我職能、訓練需求、訓練認知與工作滿意度之關係。本研究之研究對象為月眉育樂世界全體員工，共發放問卷數量388 份，共計回收問卷364 份，刪除無效樣本41 份，有效問卷數量321 份，問卷回收率82.7%。並採用主成分分析、相關性分析及變異數分析等統計方法進行資料分析驗證。 經過實証分析: 1.員工的自我職能評估與教育訓練需求有正向的關係。 2.員工的自我職能評估與訓練認知有正向的關係。 3.自我職能評估與工作滿意度有正向的關係。 4.不同性別對職能、訓練需求及工作滿意度有顯著差異。 5.不同年齡對職能、訓練需求及工作滿意度有顯著差異。 6.不同教育程度對職能、訓練需求及工作滿意度有顯著差異。 7.不同服務年資對職能、訓練需求及工作滿意度有顯著差異。 8.不同部門對職能、訓練需求及工作滿意度有顯著差異。 9.不同職等對職能、訓練需求及工作滿意度有顯著差異。 本研究結合理論與實務，探討主題樂園員工職能訓練需求與工作滿意度的關係，提供主題樂園教育負責人主管及訓練單位做為人力資源規劃與運用，並進一步為主題樂園提供研究參考資料。

關鍵字

職能 ； 訓練需求 ； 訓練認知 ； 工作滿意度、月眉育樂世界

並列摘要

What kind of 「specialized job competency」or 「basic work requirement」that theme park workers should have and what kind of training related requirements should they have? In the past, there were no such subject related studies and there were also no related researches about the relation to theme park workers’ self-assessed work competency and work satisfaction. Objects of this study are 1) to probe into employee assessment of self competency, training requirements, training cognition and job satisfaction, and 2) to discuss whether employee’s attitude would affect his assessment on self competency, training requirement, training cognition and job satisfaction and also 3) to explore the relationship among employee’s self competency assessment, training requirement, training cognition and job satisfaction. The study took the entire Yamay Resort employees as the research population. Totaled 388 questionnaires were distributed, in which 364 were collected. After taking out 41 ineffective questionnaires, there were in total 321 effective questionnaires collected, accounting for 82.7% return rate. The study also adopted PCA (Principle Component Analysis), correlation analysis and ANOVA (Analysis of Variance) to process and verify the collected data.
Through Empirical Analysis:
1. Employee’s assessment of self competency has positive relation to educational training requirement.
2. Employee’s assessment of self competency has positive relation to training cognition.
3. Employee’s assessment of self competency has positive relation to job satisfaction.
4. Different genders showed significant differences in self competency assessment, training requirement and job satisfaction.
5. Different ages showed significant differences in self competency assessment, training requirement and job satisfaction.
6. Employees with different education background showed significant differences in self competency assessment, training requirement and job satisfaction.
7. Employees with different seniority showed significant differences in self competency assessment, training requirement and job satisfaction.
8. Employees in different departments showed significant differences in self competency assessment, training requirement and job satisfaction.
9. Employees in different work levels showed significant differences in self competency assessment, training requirement and job satisfaction.
By integrating both theoretic and empirical analysis, the study probed into the relation between theme park employee’s job competency training requirements and their job satisfaction in order to provide resources to theme park HR training management and organizations for further HR planning and utilization, and for a further step to provide research references for theme parks.

並列關鍵字

Job competency ； training requirement ； training cognition ； job satisfaction, Yamay Resort

參考文獻

4. 李啟誠(2000)。國立大學推動教師教育訓練之需求分析。正修學報，13，p228。

6. 陳玄岳、陳玄愷、何晉滄(2005)。TQM 品質規劃核心職能展現之探討--以服務業品質專業人員為例。品質月刊，2，p78。

7. 陳淑菁 (2002) 。國立科學工藝博物館館員工作滿意度之研究。科技博物雙月刊，6(1)，p4-16。

8. 陳永甡(2000) 。 教育訓練品質之探討，品質管制月刊， 8， p66-70。

17. 蔡明春、張曉佩、鍾尚彣(2005)。積體電路產業主管對不同職務員工職能重視程度之研究。中華管理學報。p53-61。