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    Title: 教育訓練滿意度與組織承諾關聯性之研究 : 以環境工程業員工為例
    Other Titles: A study of the relationship between training satisfaction and organizational commitment : with an example of environmental engineering employees
    Authors: 張嗣武;Chang, Szu-Wu
    Contributors: 淡江大學教育科技學系碩士在職專班
    何俐安
    Keywords: 教育訓練;組織承諾;教育訓練滿意度;Training;Organizational Commitment;training satisfaction
    Date: 2014
    Issue Date: 2015-05-04 09:20:17 (UTC+8)
    Abstract: 現今社會變遷快速各行各業迅速崛起,企業對員工的教育訓練也日漸重視,本研究以探討環境工程業員工教育訓練滿意度與組織承諾之間的關聯性,研究問題包括: (1)受訓員工接受組織的教育訓練後,對於教育訓練滿意度的現況為何?(2)受訓員工接受組織的教育訓練後,對於組織承諾的現況為何?(3)教育訓練滿意度與組織承諾是否有顯著正向相關性?(4)教育訓練滿意度對組織承諾是否具有顯著正向預測力?(5)受訓員工個人背景是否對於教育訓練滿意度造成差異性影響?(6)受訓員工個人背景是否對於組織承諾造成差異性影響?
    本研究為量化研究,利用問卷量表進行資料收集,研究對象為J公司環境工程業員工(正式問卷總共回收366有效份數),問卷資料以信度分析、敘述性統計、T 檢定、單因子變異數、Pearson相關性及逐步迴歸進行統計分析。本研究結果為以下六點(1)J環境工程公司受訓員工教育訓練滿意度現況表現均佳。(2)J環境工程公司受訓員工組織承諾現況表現良好。(3)受訓員工整體教育訓練滿意度在不同背景變項中,僅年齡未達顯著差異,性別、任職年資、職務、學歷均達顯著差異。(4)受訓員工整體組織承諾在不同背景變項中,性別及年齡未達顯著差異,任職年資、職務、教育程度均達顯著差異。(5)經研究結果可得知,教育訓練滿意度「訓練課程內容」、「訓練環境設備」、「訓練成效」、「訓練師資」、「訓練教材」五個向度對「整體組織承諾」均達到顯著性水準,且有一定程度的解釋力。(6)教育訓練滿意度對整體組織承諾之預測力達45.7%,其中在「訓練課程內容」、「訓練環境設備」、「訓練成效」、「訓練教材」等四個向度有顯著正相關,「訓練師資」有顯著負相關,且這五個預測變項對整體組織承諾有預測力。
    最後,本研究根據以上研究結果,對J環境工程公司組織內部教育訓練以及未來投入相關學術研究學者提出各項建議。
    Owing to the rapid social change, all walks of life have risen abruptly and companies have paid more attention to their employees’ educational training. This study aimed at exploring the association between environmental engineering employees’ satisfication with educational training and organizational commitment. Research questions included: (1)After receiving educational training provided by organization, what about the current state of these trainees’ satisfication with educational training? (2)After receiving educational training provided by organization, what about the current state of these trainees’ organizational commitment? (3)Was there any significant positive association between the satisfication with educational training and organizational commitment? (4)Was there a significant positive prediction between the satisfication with educational training and organizational commitment? (5)Was there any differential effect of these trainees’ personal backgrounds on the satisfication with educational training? (6)Was there any differential effect of these trainees’ personal backgrounds on organizational commitment?
    This study was a quantative research and data were conducted by questionnaire scale. The targeting group was J company’s environmental engineering employees. There were a total of 366 usable returned formal questionnaires. All data were statistically analyzed by “reliability analysis,” “descriptive-statistics,” “T-test,” “One-way ANOVA,” “Pearson correlation,” and “stepwise regression.” Six research findings are listed below:
    1. J company’s environmental engineering trainees showed good satisfication with the current state of educational training.
    2. J company’s environmental engineering trainees showed good current state of organizational commitment.
    3. Among distinct background variables, “gender,” “seniority,” “position,” and “school record” attained the level of significant difference to these trainees’ overall satisfication with educational training, and only “age” was the exception.
    4. Among distinct background variables, “seniority,” “position,” and “school record” attained the level of significant difference to these trainees’ overall organizational commitment, while “gender,” and “age” failed.
    5. According to research results, we realized that five dimensions(“training program content,” training environment and facilities,” “training performance,” “training teacher qualification,” and “training material”) of educational training satisfication all attained to the level of significance on “the overall organizational commitment,” which showed a certain degree of the explanatory force.
    6. The predictability of educational training satisfication on the overall organizational commitment attained to 45.7%. Among these five dimensions, four(“training program content,” “training environment and facilities,” “training performance,” and “training material”) showed significant positive correlation, while one(“training teacher qualification”) showed strong negative correlation. Besides, all these five predictive variables had a predictive force on the overall organizational commitment.
    In the end, based upon the research results above, this study offers a variety of suggestions for J company’s internal organization educational training and scholars involving future relevant academic studies.
    Appears in Collections:[教育科技學系暨研究所] 學位論文

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