Responsive image
博碩士論文 etd-0718120-154534 詳細資訊
Title page for etd-0718120-154534
論文名稱
Title
訓練遷移動機、工作滿足與組織承諾之研究—以個案教科書公司的職能導向課程為例
The relationship among motivation training to transfer, job satisfaction and organizational commitment: an example of case textbook company to competency based courses.
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
79
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2020-06-13
繳交日期
Date of Submission
2020-08-18
關鍵字
Keywords
組織承諾、訓練遷移動機、職能導向課程、工作滿足、編輯人員
Competency-based courses, Editorial staff, Job satisfaction, Organizational commitment, Motivation of training transfer
統計
Statistics
本論文已被瀏覽 5705 次,被下載 2
The thesis/dissertation has been browsed 5705 times, has been downloaded 2 times.
中文摘要
個案教科書公司已辦理職能導向課程(Competency-based courses)三年,期待探討教育訓練的成效能符合編輯人員(Editorial staff)的工作滿足(Job satisfaction)與組織承諾(Organizational commitment)。其中訓練遷移動機可做為探討方向。訓練遷移動機(Motivation of training transfer)是學習者在工作上使用在訓練中所學習到的知識與技能的意願,並受到個人對於使用新知識或技能的信心,以及增進工作績效等影響(Noe,1986)。編輯人員做為教科書設計與發展的重要角色,是承接編撰作者的成書工作是企劃教科書相關教學資源的執行者。職能導向課程是以專業職能為起點,以使編輯人員經過職能導向課程後,能產出具商品競爭力的讓教科書。本研究以個案教科書公司之編輯人員職能導向課程,探討訓練動機遷移對編輯人員的工作滿足與組織承諾的互動關係。本研究採用質化研究法進行描述性研究,透過訪談與文件資料搜集等方法,以獲取本研究所需的資料。並以個案教科書公司中,通過職能導向課程的編輯人員為研究對象。
本研究的個案教科書公司以職能基準發展職能導向課程,並運用ADDIE系統化教學模型展開訓練規劃與評量。包括編務技術、專業校對與編輯企劃等職能導向課程,以此建構與發展編輯人才訓練體系。本研究之研究結論如下:(1)訓練遷移動機在「行為改變與訓練後結果」能影響內部滿足;訓練遷移動機在「訓練後結果」能影響外部滿足。(2)訓練遷移動機在「訓練後結果」能影響情感性承諾。訓練遷移動機在「行為改變與訓練後結果」能影響規範性承諾。(3)企業以年度性方式循環開辦與持續改善,逐步建立制式訓練作業流程或相關辦法,達到高階主管意向與企業營運目標。
Abstract
The case textbook company has been offering Competency-based courses for three years, and is looking forward to discussing the effectiveness of education and training that can meet the Job satisfaction and Organizational commitment of the editorial staff. Among them, motivation of training transfer can be used as the direction of discussion. Motivation of training transfer is the learner’s willingness to use the knowledge and a skill learned in training at work, and is affected by personal confidence in the use of new knowledge or skills, and the improvement of work performance (Noe, 1986). Editors, as an important role in the design and development of textbooks, are to undertake the book-making work of editors and implementers who plan textbook-related teaching resources. Competency - based courses are based on professional competency s, so that editors can produce textbooks with product competitiveness after undergoing competency - based courses. This study uses the editorial staff competency -oriented course of a case textbook company to explore the interactive relationship between the transfer of training motivation to the editor’s job satisfaction and organizational commitment. This research uses qualitative research methods to conduct descriptive research, and obtains the information needed for this research through interviews and document collection. And take the editors who pass the competency - based courses in the case textbook company as the research object.
The case textbook company in this study develops competency - based courses on a competency basis, and uses the ADDIE systematic instructional design model to carry out training planning and evaluation. Including Editing process, Professional proofreading and Edit planning and other competency - based courses, in order to construct and develop an editing talent training system. The research conclusions of this study are as follows: (1) Motivation of training transfer can affect internal satisfaction in "behavior changes and post-training results"; motivation of training transfer can affect external satisfaction in "post-training results". (2) Motivation of training transfer can affect emotional commitment in the "post-training result". Motivation of training transfer can affect normative commitment in "behavior change and post-training results". (3) The company is established and continuously improved in an annual manner, and gradually establishes a standardized training operation process or related methods to achieve the intention of high-level supervisors and the company's operational goals.
目次 Table of Contents
VERIFICATION LETTER i
CHINESE ABSTRACT iii
ENGLISH ABSTRACT iv
LIST OF FIGURES vii
LIST OF TABLES viii
Chapter 1 Introduction 1
1.1 Research background and motivation 1
1.2 Research purposes and questions 3
1.2.1 Research purposes 4
1.2.2 Research questions 4
1.3 Research process and delimitations 4
1.3.1 Research process 4
1.3.2 Research limitations 5
Chapter 2 Literature Review 7
2.1 Editorial staff and competency - based courses 7
2.1.1 Editorial staff and editing workflow 7
2.1.2 From workflow to competency - based courses 8
2.1.3 The four-level evaluation model of competency - based courses 15
2.2 Motivation of training transfer 18
2.2.1 Motivation of training transfer 19
2.2.2 How to measure motivation of training transfer 22
2.3 Job satisfaction and organizational commitment 24
2.3.1 Job satisfaction 24
2.3.2 Organizational commitment 26
Chapter 3 Research Method 29
3.1 Research structure 29
3.1.1 Research structure 29
3.1.2 Research hypothesis 30
3.2 Operational definition of research dimensions 31
3.2.1 Motivation of training transfer to competency - based courses 31
3.2.2 Job satisfaction 33
3.2.3 Organizational commitment 34
3.3 Research method 35
3.3.1 Qualitative research 36
3.3.2 In-Depth Interview 38
3.3.3 Content analysis 39
Chapter 4 Analysis and Findings 41
4.1 Introduction of the case textbook company 41
4.1.1 Talent development system 41
4.1.2 Training planning and assessment 44
4.2 Interview collation and analysis 48
4.2.1 Background information of interviewees 48
4.2.2 Interview content analysis 50
4.3 Research findings 54
4.3.1 The interactive relationship between motivation of training transfer to competency - based courses and job satisfaction 54
4.3.2 The interactive relationship between motivation of training transfer to competency - based courses and organizational commitment 57
Chapter 5 Conclusion and Suggestion 60
5.1 Conclusion 60
5.1.1 The impact to motivation of training transfer on job satisfaction 60
5.1.2 The impact to motivation of training transfer on organizational commitment 61
5.2 Suggestions 62
5.2.1 Continuous improvement 62
5.2.2 Suggestions 63
Reference 65
參考文獻 References
In English

Baldwin, T.T., & Ford, J.K.(1988).Transfer of training: A review and directions for future research. Personnel Psychology, 41,pp.63-105
Bogdan, R. & Biklen, S.K.(1982). Qualitative research for education: an introduction to theory and method, Boston: Allyn and Bacon, Inc.
Burack, E. H. & Smith, R. D. (1982), Personnel Management. Singapore: John Wiley & Sons.
Fotis Draganidis, Gregoris Mentzas, (2006) "Competency based management: a review of systems and approaches", Information Management & Computer Security, Vol. 14 Issue: 1, pp.51-64, https://doi.org/10.1108/09685220610648373
Gibson, Ivancevich, Donnelly, Organizations Behavior Structure Processes, MC Graw Hill, 2000.
Gielen, E. W. M. (1995). Transfer of training in a corporate setting. Unpublished doctoral dissertation, University of Twente, Enschede, The Netherlands.
Hoppock, R. (1935). Job Satisfaction, New York: Harper & Brothers.
Kanter, R. M., (1968),Commitment and social organization: A study of commitment mechanisms in utopian communities. American Sociological Review, 33, 499-517.
Keller, Prentice-Hall. Kirkpatrick ,(1998), strategic Brand Management: Building, Measuring and Managing Brand Equity, Ner Jersey , “Trade Characters in Promotion, Journal of Marketing, Vol.17,Colo, pp.366-371.
Lowe, D.J. & K. Pany, ( 1996)“An Examination of the Effects of Type of Engagement, Materiality & Structure on CPA Consulting Engagements with Audit Clients.” Accounting Horizons: 32-51
Mayer , R. & Wittrock, M.(1996)Problem-solving transferr, in D.Berliner & R. Calfee(Eds.),Handbook of Educational Psychology.New York:Simon & Schuster Macmillan.
McClelland, D. C. (1973). Testing for Competence rather than for Intelligence. AMMErican Psychologist, 28(1), 1-24.
Meyer, J. P. & N. J. Allen(1991), A Three-component Conceptualisation of Organizational Commitment, Paper Presented at the Annual Meeting of Administrative Sciences Association of Canada, Whistler, British Columbia.
Morris &Sherman(1981). Generalizability of organizational commitment model.Academy of Management Journal. 24(3), 512-526.
Mowday, R. T., Porter, L.W., & Steers, R. M.(1982). Employee-organization linkage: The psychology of commitment, absenteeism, and turnover. San Diego, CA: Academic Press.
Murphy S. M. & Tyler S.(2005). The relationship between learning approaches to part-time study of management courses and transfer of learning to the workplace. Educational Psychology, 25, 455-469.
Noe R. A. (2000), Employee Training & Development, Irwin:McGraw-Hill.
Noe R. A.& Schmitt Neal(1986). The influence of trainee attitudes on training effectiveness: Test of a model. Personnel Psychology,39(4),pp.497-523
Reicher, A. E., A review and reconceptualization organization commitment, Academy of management, Vol. 10(3), 1985, pp. 456-476.
Reyes, P., Do career ladders enhance teacher commitment, job satisfaction, or morale? National association of secondary school principals, NASSP Bulletin Vol. 74(526), 1990, pp. 118.
Robbins, S. P. & Coulter, M., Management, New Jersey: Pearson Prentice Hall, 2005.
Robbins, S. P. (2003). Organizational behavior. New Jersey: Prentice-Hall.
Smith, P. C., Kendall, L. M., & Hulin, C. L. (1969). The Measurement of Satisfactions in work & Retirement, Chicago: Rand McNally.
Stephen P.Robbins(2006)組織行為學;李青芬、李雅婷、趙慕芬譯。第十一 版,華泰,台北市。
van den Akker, J. (1999). Principles and methods of development research. In J. van den Akker, N. Nieveen, R.M. Branch, K.L. Gustafson, & T. Plomp, (Eds.).Design methodology and developmental research in education and training, p.1-14.
Wang, F., & Hannafin, M. J. (2005). Design-based research and technology-enhanced learning environments. Educational Technology, Research and Development, 53(4),5-23.
Wexley, K. N., & Yukl, G. A., (1977). Organizational Behavior and Personnel Psychology, Homewood:Richard D. Irwin.

In Chinese

卯靜儒等譯 (2003)。Fraenkel and Wallen著。教育研究法規劃與評鑑。麗文 文化事業。
朱癸霖(2013) 教育訓練滿意度、工作績效、工作特性與個人-工作適配間關係之 研究,義守大學,管理學院管理碩博士班,碩士論文。
吳俊憲(2009)。教科書編輯與設計的運作與內涵。靜宜大學師培實習輔導通訊, 8,4-11。
吳姿慧(2016),國民小學衛生組長職能需求分析之研究 ~以高雄市為例,國立高 雄師範大學,工業科技教育學系,碩士論文。
李逸如(2005),醫師對輪調訓練知覺、工作滿足及組織承諾之研究一以高雄醫學 大學附設中和醫院、高雄市立小港醫院為例,國立中山大學,人力資源管理 研究所,碩士論文。
明新科技大學,管理研究所碩士在職專班,碩士論文。
林佩璇(2000)。個案研究及其在教育研究上的應用。質的研究方法,199-221。 高雄:麗文。
林佳蓉(2008)。ISD系統化教學設計與數位教材實務工作坊。台北:心理出版社。
林昆範(2007)。引領閱讀的編排設計。科學發展,27。
林惠玲(2013),醫院志工參與動機、工作滿足與組織承諾之研究 - 以東元綜合 醫院志願服務隊為例,明新科技大學,管理研究所在職專班,碩士論文。
林寬仁(2007)。政府採購專業人員核心能力之研究。國立台北大學公共行政暨政 策學系碩士論文。
洪榮昭(1997)。能力轉換,滾石生苔否?。就業與訓練,15(2),59-63。
胡珍珍(2008)。我國委任公務人員晉升薦任官等訓練之研究---核心能力的觀點。 世新大學,台北市。
孫進發(2004),員工對組織變革認知、轉業訓練、組織承諾與工作滿足關係之研 究:以台糖公司為例,長榮大學,經營管理研究所,碩士論文。
徐湘筠(2017),組織承諾及自我效能對工作滿意度之影響-以訓練遷移動機為中 介變數,國立高雄應用科技大學,高階經營管理研究所碩士在職專班,碩士 論文。
翁進勳(2002),臺北市國民中小學校警工作滿意與服務士氣關係之研究,國立臺 北師範 學院國民教育研究所碩士論文。
高熏芳、江玟均(2006)。教育科技領域發展中的研究方法—設計本位研究 (Design-Based Research, DBR)之評析。教學科技與媒體季刊,76,4-1。
張春興(1996)。教育心理學。臺北市:東華書局。
張海靜(2000),文化與商業的巨網/商業機制下出版人的抉擇行為研究,南華大 學出版學研究所碩士論文。
張勝鄉(2009),標準化服務規範與員工學習服務的關係-以王品餐飲連鎖集團為 例,東海大學,管理碩士在職專班,碩士論文。
張瑞春(1998),「組織變革中組織氣候對工作滿足投入、組織承諾及工作滿足影 響之研究-以中國石油公司高雄營業處為例」,國立中山大學人力資源管理 研究所碩士論文。
畢嫣杉(2020),創業者職能模式與課程地圖之建構,南臺科技大學,全球經營管 理碩士班,碩士論文。
莊立民、王鼎銘合譯,企業研究方法,台北:雙葉書廊,2003。
莊智凱(2013)。批判性思考之教材發展與評鑑-以媒體素養單元為例。淡江大學 教育科技學系碩士班碩士論文。新北市。
陳向明(2005),社會科學質的研究,臺北:五南,初版五刷。
陳信言(1981)。高級工業職業學校實習主任之專業能力分析研究,台灣師範大 學工業教育研究所碩士論文。
勞動部勞動力發展署-iCAP職能發展應用平台網站(2020),職能導向課程品質管 理機制,線上檢索日期:2020年5月01日,擷取自 https://icap.wda.gov.tw/Quality/quality_course.aspx
勞動部勞動力發展署-iCAP職能發展應用平台網站(2020),職能導向課程發展指 引,線上檢索日期:2020年5月01日,擷取自 https://icap.wda.gov.tw/Knowledge/knowledge_application.aspx
黃薔(2012)。運用美感形式法則於視覺素養之教材發展與評鑑。淡江大學教育 科技學系碩士班碩士論文,新北市。
楊政學(2005),實務專題製作:企業研究方法的實踐,第二版,台北:新文京開 發公司。
詹淑萍(2019),就業服務人員職能內涵重要性探討-以花東地區就業中心為例,
趙百柔(2016) 藥妝店人員組織承諾、教育訓練 及工作滿意度關係之研究,正修 科技大學,經營管理研究所,商業及管理學門,碩士論文。
鍾依婷(2016),英語教學方法與學習成效間關係之實驗研究:以英語補習經驗與 學習焦慮為干擾變數,靜宜大學,管理碩士在職專班,碩士論文。
鍾惠萍(2006)。台灣圖書出版業編輯人員角色壓力之研究。南華大學出版事業 管理研究所碩士論文。嘉義。
闕道隆、徐柏容、林穗芳(2000),書籍編輯學概論,第一版,瀋陽:遼海出版 社。
電子全文 Fulltext
本電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。
論文使用權限 Thesis access permission:自定論文開放時間 user define
開放時間 Available:
校內 Campus: 已公開 available
校外 Off-campus:開放下載的時間 available 2025-08-18

您的 IP(校外) 位址是 3.230.154.90
現在時間是 2024-05-19
論文校外開放下載的時間是 2025-08-18

Your IP address is 3.230.154.90
The current date is 2024-05-19
This thesis will be available to you on 2025-08-18.

紙本論文 Printed copies
紙本論文的公開資訊在102學年度以後相對較為完整。如果需要查詢101學年度以前的紙本論文公開資訊,請聯繫圖資處紙本論文服務櫃台。如有不便之處敬請見諒。
開放時間 available 已公開 available

QR Code