體適能指導員證照受訓者自我成效評估之研究－以國際阻力訓練專家證照(RTS International)訓練為例

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體適能指導員證照受訓者自我成效評估之研究－以國際阻力訓練專家證照(RTS International)訓練為例

The Study of Fitness Instructor Certificate Participants Training Effectiveness Self Evaluation – The Case Study of RTS International

蔡維聰 , Masters　　Advisor：李晶　　

繁體中文

體適能；體適能指導員；體適能指導員證照；國際阻力訓練專家(RTS International) ；私人教練；訓練成效自我評估；投資報酬率； fitness ； fitness instructor ； fitness instructor certificate ； RTS International ； personal trainer ； training effectiveness self evaluation ； return on investment

Abstract │ Reference (55) │ Altmetrics

Abstract 〈TOP〉

本研究的目的是了解體適能指導員證照受訓者訓練後自我成效評估情形，對象主要以通過國際阻力訓練專家RTS International證照之體適能指導員，進行訓練後自我成效評估之研究。研究中採用Kirkpatrick提出訓練成效評估的「反應（reaction）」、「學習（learning）」、「行為（behavior）」及「結果（result）」 四個層次模式為自我成效評估之架構。以Phillips所提出的訓練投資報酬率，其為Kirkpatrick 四個層次模式延伸後的第五層次作為對受訓者實際應用結果之評估。總樣本數140份，有效樣本共75份，統計方法上使用描述統計(description statistics)、項目分析(item analysis)、因素分析(factor analysis)、集群分析(cluster analysis)、卡方檢定(chi-square)、t檢定(t-test)、單因子變異數分析(one-way ANOVA)、皮爾遜氏積差相關分析(Pearson’s product-moment correlation)、迴歸(regression)及區別分析(discriminant)等進行統計分析。研究結果發現受試者性別分部以男性居多，佔60%，年齡平均為29歲，多為大學畢業，體適能指導員證照擁有平均數為2種，工作年資平均為3年。集群分析分出二個集群：「年輕低資歷」，其平均年齡為27歲，工作年資為3年；「年長高資歷」，年齡平均為39歲，工作年資為6年。在因素分析共萃取出「知識吸收」、「課程滿意」、「結果影響」及「實務使用」四個因素構面。受試者訓練後一年投資報酬率差異很大。年齡越輕訓練後出缺勤狀況變好同意度越高。教育程度越高，對訓練教材準備及訓練後士氣提振滿意同意度越高。工作年資越高訓練後運動指導時之技巧運用進步同意度越高。工作年資越高者，訓練後一年投資報酬率越佳。對於不同學員指導時抱怨減少及上課品質改善與訓練後一年投資報酬率有關。而訓練後對學員抱怨減少為影響投資報酬率之主要因素。訓練後對降低了離職率的發生同意度越高，可判定為年輕低資歷。反之同意度越低可判定為年長高資歷之集群。
針對未來研究及體適能證照訓練規劃之具體建議有1.本研究發現投資報酬率主要與工作年資多寡及對學員抱怨減少有關，而對學員抱怨減少為主要因素，但其解釋度只達20.1%。本研究認為，針對訓練成效評估之行為層次及結果層次增加構面，可找出其他影響訓練成效評估與投資報酬率之原因；2.企業雇用體適能教練時，若要長期培養人才、留住人才與永續經營，可將體適能證照訓練規劃列入教育訓練制度的規劃，再與公司的經營目標、發展策略及員工的生涯發展相配合，能使員工生涯發展及公司願景相結合。本研究發現，企業能作如此規劃，針對年輕低資歷之體適能教練群，更能有正面之效益。

Parallel Abstract 〈TOP〉

The purpose of this research was to discuss the training effectiveness self evaluation of fitness instructor certificate participants, and it was a case study of RTS International fitness instructors. The research was based upon the theory of Kirkpatrick on training effectiveness evaluation, reaction, learning, behavior and result four levels of training effectiveness evaluation, as the fitness instructor certificate participants training effectiveness self evaluation, and the theory of Phillips on return on investment of training effectiveness evaluation, as the fitness instructor certificate participants training effectiveness existence evaluation. The research selected 75 questionnaires from 140 persons, and used description statistics, item analysis, fact analysis, cluster analysis, chi-square, t-test, One-way ANOVA, Pearson’s product-moment correlation, regression and discriminant to analyze. The major results in this research were summarized as follows: The research found out the male instructors were 60%, 29 year old, bachelor degree education, twice of fitness instructor certificate training and three years of working experience. Two involvement groups were ‘low work experience young group’ who had average age of 27 and 3 years working experience and ‘high work experience aged group’ who had average age of 39 and 6 years working experience. Four decision fact facets were ‘understanding’, ‘course satisfaction’, ’the influence’ and ’application’. The result shown the return on investment was difference. Younger had high improvement of absent, higher education had more satisfied to the training materials, and had higher improvement of working morale. Higher work experience had higher improvement of instruction skill. Higher work experience had higher return on investment. Return on investment could be influenced by less complaint from instruction and instruction quality. Less complaint from instruction was the main reason of return on investment. Low work experience young group job leaving ratio could be influenced more then high work experience aged group.  According to the results, some suggestions were made for fitness instructors training as follows. First, the influences of return on investment were work experience and improving of less complaint from instruction. It was only 20.1% correction of prediction. For the future research, it needed to find out more fact facets which influenced the return on investment. Secondly, the fitness business should set up some strategy of training to attract instructors especially the low work experience young group.

Reference ( 55 ) 〈TOP〉

吳秉恩（1984）。管理才能發展方案實施與成效關係之研究。未出版博士論文，國立政治大學企業管理研究所，台北市。
連結：
姜慧嵐（2000）。台灣健康體適能俱樂部產業之研究。未出版碩士論文，中國文化大學運動教練研究所，台北市。
連結：
曾秀亞（2004）。維修資源管理(MRM)訓練成效評估之研究。未出版碩士論文，國立成功大學交通管理科學研究所，台南市。
連結：
陳素青（2005）。台北市運動指導員專業能力與證照需求之研究。未出版碩士論文，國立台灣師範大學體育研究所，台北市。
連結：
簡貞玉（譯）。Noe, R. A.(2002). Employee Training & Development.
連結：

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