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    Please use this identifier to cite or link to this item: http://tkuir.lib.tku.edu.tw:8080/dspace/handle/987654321/33481

    Title: 員工之數位學習的知覺價值對其生涯發展與組織承諾間關係影響之研究
    Other Titles: The effect of employee's perceived value to the e-learning on their career development and organizational commitment
    Authors: 黃珍楹;Huang, Jean-ying
    Contributors: 淡江大學企業管理學系碩士班
    王居卿;Wang, Chu-ching
    Keywords: 生涯發展;生涯規劃;數位學習;組織承諾;Career Development;Career Planning;E-Learning;Organizational Commitment
    Date: 2007
    Issue Date: 2010-01-11 04:11:28 (UTC+8)
    Abstract: 企業在知識經濟時代,擁有優秀的人才是獲取獨特競爭優勢的關鍵因素。但隨著國民所得的提升,高薪資往往不再是將員工留於企業的利器,發展性才是他們所關注的焦點,因此企業需透過生涯發展(career development)活動來滿足員工對於發展性的需求,提高其組織承諾程度以降低離職率。而由於資訊科技的進步,為企業的生涯發展帶來了新的模式,數位化教材的呈現與傳遞方式,讓員工能在任何時間及地點去進行專業知識與技能的吸收與學習;藉由與社群的頻繁互動,讓觀念得以釐清與強化,數位學習逐漸取代傳統實體教學,企業將可透過數位學習的方式來進行生涯發展活動。
    Outstanding employees owned by a company is a key factor to obtain a competitive advantage in the knowledge-based economy. However, since national income rises, high pay is usually not the most important consideration for these employees who retain a company, and they pay more attention to their development. Accordingly, the companies need to satisfy the demand for the development through career development to enhance employees’ commitment to organization and then decrease the turnover rate. As information technology advances, a new model is brought for the career development in the companies. Digital teaching materials may help the employees to learn and absorb professional knowledge and skills at any time and anywhere. The concepts could be clarified and enhanced through the frequent interaction between the employees and the community. Since the traditional physical teaching is replaced with the digital learning, the companies can support the employees’ career development through the digital learning.
    This research adapted the purposive sampling to collect the data from twelve companies that have carried out the digital learning and have shown good performance, and 130 available questionnaires were obtained from the respondents. The hierarchical regression is utilized to analyze the data in order to understand following questions:
    1. How about the status and the influence of organizational commitment when the companies carry
    out the career development.
    2. Whether employees’ perceived value to the digital learning which the companies take it as a tool for career development influences the relationship between career development and organizational commitment.
    The main results after testing the hypotheses are:
    1. The career tactics have positive effects on the organizational commitment.
    2. The career path design and development activities have positive effects on the organizational commitment.
    3. The career development activities have no significant positive effect on the organizational commitment.
    4. The employees’ perceived value to the e-learning failed to moderate the relationship between the career plan activities and the organizational commitment.
    5. The employee’s perceived value to the e-learning failed to moderate the relationship between the career management activities and the organizational commitment.
    Appears in Collections:[企業管理學系暨研究所] 學位論文

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