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研究生: 林永儒
Lin, Yong-Ru
論文名稱: 微學習的訓練成效與留任意願關係:以心理資本為中介變項
The Relationship Between Training Effectiveness of Microlearning and Retention Intention: Taking Psychological Capital as an Intervening Variable
指導教授: 賴志樫
Lai, Chih-Chien
林坤誼
Lin, Kuen-Yi
口試委員: 林燦螢
Lin, Tsan-Ying
賴志樫
Lai, Chih-Chien
林坤誼
Lin, Kuen-Yi
口試日期: 2022/06/09
學位類別: 碩士
Master
系所名稱: 科技應用與人力資源發展學系
Department of Technology Application and Human Resource Development
論文出版年: 2022
畢業學年度: 110
語文別: 中文
論文頁數: 102
中文關鍵詞: 微學習訓練成效留任意願心理資本
英文關鍵詞: microlearning, training effectiveness, retention intention, psychological capital
研究方法: 文獻分析法問卷調查法
DOI URL: http://doi.org/10.6345/NTNU202200740
論文種類: 學術論文
相關次數: 點閱:170下載:46
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  • 微學習逐漸被教育訓練單位所關注與運用,期盼帶給員工更具便利及彈性的學習模式,以助提升訓練成效,甚至裨益員工的心理資本及適任與發展。有鑑於此,本研究將探討微學習的訓練成效、心理資本與留任意願的關係,同時檢驗心理資本是否具有中介效果。本研究以近一年曾接受過企業十分鐘以內微學習課程的正式員工作為研究對象,經由問卷調查進行資料蒐集,針對回收的215份有效問卷進行信效度分析、相關分析與多元迴歸等統計分析後,研究結果發現:一、微學習的訓練成效對心理資本有顯著正向影響力;二、微學習的訓練成效對留任意願有顯著正向影響力;三、心理資本對留任意願有顯著正向影響力;四、心理資本在微學習的訓練成效對留任意願關係間扮演部分中介的角色。本研究結果可作為日後企業在規劃與執行微學習時的重要參考依據,同時建議企業應落實微學習的訓練成效評估,並重視與提升員工的心理資本,促使員工持續留任以延續微學習的效益。

    Microlearning has received increasing attention and been adopted by education and training programs in an effort to provide employees with a more convenient and flexible learning mode, thereby enhancing the efficacy of training and benefiting employees' psychological capital, competency, and development. This study would examine the relationship between the effectiveness of microlearning training, psychological capital, and employee's retention intention, as well as the intervening influence of psychological capital. This study has collected data through questionnaires from full-time employees who attended 10-minute microlearning sessions from their workplace. On the 215 valid questionnaires recovered, analyses of reliability and validity, correlation, and multiple regression were conducted. After statistical analysis, the research results have found that: (1) The training effect of microlearning has a significant positive influence on psychological capital; (2) The training effect of microlearning has a significant positive influence on the retention intention; (3) Psychological capital has a significant positive influence on the retention intention; (4) Psychological capital partially intervenes the relationship between the training effect of microlearning and the retention intention. The findings of this study can serve as an indispensable resource for companies planning and implementing microlearning in the future. In addition, it is recommended that employers apply the training effectiveness evaluation of microlearning and pay attention to and enhance the psychological capital of their employees in order to increase employee retention on the job and continue the benefits of microlearning.

    誌謝 i 中文摘要 iii ABSTRACT v 目錄 vii 表次 xi 圖次 xiii 第一章 緒論 1 第一節 研究背景與動機 1 第二節 研究目的與待答問題 4 第三節 研究範圍 5 第四節 重要名詞解釋 6 第二章 文獻探討 9 第一節 微學習 9 第二節 訓練成效 12 第三節 留任意願 15 第四節 心理資本 17 第五節 各變項的關聯性 19 第三章 研究方法 23 第一節 研究架構與假設23 第二節 研究步驟 24 第三節 研究對象 26 第四節 研究工具 27 第五節 資料分析方法 34 第四章 研究結果與討論 37 第一節 描述性統計分析 37 第二節 信效度分析 42 第三節 相關分析 46 第四節 迴歸分析 48 第五節 綜合討論 51 第五章 結論與建議 55 第一節 研究結論 55 第二節 研究限制 57 第三節 研究建議 58 參考文獻 61 一、中文部分 61 二、英文部分 64 附錄 71 附錄一 網路問卷(預試) 73 附錄二 網路問卷(正式) 89

    一、中文部分
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    張淑婷(2020)。企業運用微學習於員工訓練的精進方向。臺灣教育評論月刊,9(6),89-92。
    梁元本、蔡佳津、廖經鶴、張敦媛、蕭宗原、白佳慧(2017)。美國公部門培訓運用數位學習與科技考察報告。國家文官學院、銓敘部。
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    陳銘薰、王瀅婷(2016)。“訓練投入、訓練實施程序、訓練成效”評估模式之探討。人力資源管理學報,6(1),75-99。
    彭瑞振(2017)。真誠領導、團隊敬業貢獻、正向心理資本與員工創造力:一個跨層次的研究。人力資源管理學報,17(4),37-60。
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    趙志揚、楊主恩、洪麗淇(2017)。訓練成效評估模式之發展-以個案B公司為例。管理實務與理論研究,11(4),1-20。
    劉士豪(2019)。業務人員學習型態對微學習影響因素之研究(未發表之碩士論文)。國立臺灣師範大學科技應用與人力資源發展學系研究所。
    劉平青、王雪、劉維政(2012)。組織社會化對農民工留任意願的影響研究—員工關係的中介效應。中原企管評論,10(2),1-21。
    蔡進雄(2006)。論心理資本與學校經營領導。台灣教育雙月刊,639,33-36。
    蔡進雄(2018)。微學習時代的來臨:淺談微學習對教育人員的專業成長。臺灣教育評論月刊,7(2),90-92。
    鄭仁偉、盧國銘、簡剛民、林宜蓁(2010)。人力資源管理滿意度與員工建言之關係-心理安全感的中介效果。中小企業發展季刊,16,109-131。
    蕭靜雅、賴于婷(2015)。國際觀光旅遊員工之職場幸福感、留任意願之相關性研究-以工作滿意度為中介變數。觀光與休閒管理期刊,3(2),31-42。
    賴淑芬(2016)。教育訓練、心理資本與員工留任之關連性(未發表之碩士論文)。國立成功大學企業管理研究所。
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