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    Title: 工作投入與工作績效關聯性之研究 : 以教育訓練滿意度為調節變項
    Other Titles: A study of the relationship between job involvement and job performance : using training satisfaction as the moderator
    Authors: 陳建興;Chen, Chien-Hsing
    Contributors: 淡江大學教育科技學系碩士在職專班
    何俐安
    Keywords: 工作投入;工作績效;教育訓練滿意度;work engagement;job performance;education and training satisfaction
    Date: 2015
    Issue Date: 2016-01-22 14:45:10 (UTC+8)
    Abstract: 現今資訊科技變動快速,企業經營環境面臨考驗,企業必須針對突來的變化而應變,人力資本效能是否能有效發揮,已經成為企業競爭力的主要關鍵因素,也是決定組織績效與生存的重要因素。本研究以台灣地區T公司之員工為研究母群體,其研究目的在探究「工作投入」、「工作績效」及「教育訓練滿意度」三者之間的關係,並以員工教育滿意度做為干擾變項,檢視員工教育訓練滿意度是否對工作投入對工作績效間之關係具影響力。本研究以問卷調查方法進行資料收集,總計回收有效樣本227份,回收問卷以t-test, one-way ANOVA, Pearson correlation, Hierarchy regression統計方法進行數據分析。研究獲得的結論有以下幾點:
    一、 就個人背景變項所造成的差異程度而言,不同性別、教育程度對T公司員工之工作
    績效有顯著的差異性。
    二、 就個人背景變項所造成的差異程度而言,不同性別、年齡對T公司員工之教育訓練
    滿意度有顯著的差異性。。
    三、工作投入、工作績效整體間呈正相關,其工作投入程度越高,工作績效越高。
    四、T公司的員工不會因為教育訓練滿意度的不同,而導致工作投入和工作績效產生改
    變。
    Information technology is rapidly changing and posing challenges to business environments. Consequently, companies must promptly respond to these sudden changes. The effectiveness of human capital operations has become a critical factor influencing the competitiveness, performance, and survival of business organizations. This study focused on the staff of company T (in Taiwan) as the parent population to investigate the relationship among work engagement, job performance, and education and training satisfaction. In addition, staff education satisfaction was used as the moderator to assess its influence on the relationship between work engagement and job performance. Data were collected using a questionnaire survey, and 227 valid samples were returned. The collected questionnaires were statistically analyzed using a t-test, one-way analysis of variance, Pearson correlation, and hierarchical regression. In conclusion, the following points are summarized:
    1. Regarding personal background-based variations, gender and education attainment exhibited significant differences with regard to T-staff’s job performance.
    2. Regarding personal background-based variations, gender and age exhibited significant differences with regard to T-staff’s education and training satisfaction.
    3. Work engagement and job performance were overall positively correlated. Increasing work engagement resulted in increased job performance.
    4. T-staff’s work engagement and job performance were unaffected by variations in their education training satisfactions.
    Appears in Collections:[教育科技學系暨研究所] 學位論文

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