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研究生: 賈亞圖
Abdoulie O. Jallow
論文名稱: 動機因素評估影響甘比亞國民教育及技職訓練人員雇主貢獻度之研究
Assessment of Motivational Factors influencing Employer Contribution to the National Education and Technical Training Levy in the Gambia
指導教授: 蔡錫濤
Tsai, Shir-Tau
學位類別: 碩士
Master
系所名稱: 國際人力資源發展研究所
Graduate Institute of International Human Resource Developmemt
論文出版年: 2009
畢業學年度: 97
語文別: 英文
論文頁數: 139
中文關鍵詞: 技能訓練與發展國家訓練權力訓練徵求私部門公部門雇主貢獻及動機因素
英文關鍵詞: skills training and development, national training authorities, training levies, private sector, public sector, employer contribution and motivational factors
論文種類: 學術論文
相關次數: 點閱:233下載:1
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  • ABSTRACT
    Reforms to Technical Vocational Education and Training (TVET) have been widespread in Sub-Saharan Africa (SSA) and have culminated in the creation of national training authorities, which are financially supported by various forms of employer based levy systems. Such levies have been reported to be problematic in most countries and the Gambia being no exception is currently engulfed in similar dilemma. The purpose of this study is to examine key motivational and de-motivating factors influencing employer contribution to the National Education and Technical Training Levy (NETTL) in the Gambia. A pilot study to test questionnaire item reliability coefficient using Cronbach’s alpha (α) value was carried out. The reliability coefficient values for the standardized items of the motivational factors (independent variable), de-motivating factors (independent variable) and employer contribution dimensions (dependent variable) were 0.924, 0.827 and 0.766 respectively. Validity of the question items were ensured through item content review by an expert in the field. The research results are presented in descriptive and inferential statistics. Both One-way ANOVA and Linear Regression analysis (Stepwise) were used during the analytical stage. Amongst the key research findings include (a) prior consultation during levy policy development and levy put in closed account (only accessible for training use) would motivate limited liability businesses to contribute to the levy. (b) a levy that can ensure a secure and sustainable means of funding skills development, would encourage businesses to willingly contribute to the levy. (c) managing directors of businesses were de-motivated and thus not willing to contribute to the levy because they perceived that it was purely of interest to government. (d) limited liability businesses would be only motivated to voluntarily contribute to the levy if a levy exemption policy is put in place. (e) limited liability businesses showed greater concern on accountability and transparency of the levy system than the Others businesses.

    TABLE OF CONTENTS ABSTRACT I TABLE OF CONTENTS II LIST OF FIGURES V LIST OF TABLES VI CHAPTER I. INTRODUCTION 1 Chapter Overview 1 Backgrounds of the Study 1 Purposes of the Study 5 Questions of the Study 5 Significance of the Study 6 Definitions of Terms 6 Delimitations and Limitations 8 CHAPTER II. REVIEW OF THE LITERATURE 9 Chapter Overview 9 Background to TVET Reforms in SSA 9 Skills Development 10 Factors Influencing Financing Schemes for Skills Development 11 Financing Skills Development in Sub-Saharan Africa 13 Public Sector Commitment to Skills Training and Development 15 Private Sector Participation in Skills Training and Development 15 Donor Support to Skills Training and Development 16 Funding Strategy for TVET 17 Training Authorities 18 Training Levies / Funds 18 Funding Diversification 19 Training Fund / Levy Management 20 Social Responsibility (Disadvantaged Groups) 20 Conditions for Training Fund Success 21 Levy Scheme Design and Implementation 21 Governance and Control 22 Training Fund Sustainability 23 Summary of Literature Review 24 CHAPTER III. METHODOLOGY 27 Chapter Overview 27 Research Framework 27 Research Variables and Dimensions 30 Research Hypotheses 33 Methods of Data Collection 35 Instrumentation 37 Population and Sampling Criteria 40 Data Analysis 41 Research Procedure 41 CHAPTER IV. FINDINGS AND DISCUSSIONS 45 Chapter Overview 45 Profile of Respondents 45 Motivational Factors 48 Analysis of Results for Hypothesis - H1 (Motivational Factors) 52 Summary of Results for Hypothesis - H1 (Motivational Factors) 63 De-motivating Factors 65 Analysis of Results for Hypothesis - H2 (De-motivating Factors) 67 Summary of Results for Hypothesis – H2 (De-motivating Factors) 78 Employer Contribution Factors 80 Analysis of Results for Hypothesis – H3 (Employer Contribution) 81 Summary of Results for Hypothesis – H3 (Employer Contribution) 88 Analysis of Results for Hypothesis – H4 (Employer Contribution) 90 Summary of Results for Hypothesis – H4 (Employer Contribution) 100 Analysis of Results for Hypothesis – H5 (Employer Contribution) 102 Summary of Results for Hypothesis – H5 (Employer Contribution) 106 CHAPTER V. CONCLUSIONS AND RECOMMENDATIONS 107 Chapter Overview 107 Conclusion 107 Recommendations 113 REFERENCES 118 APPENDICES 121 Appendix A: Employer Research Questionnaire 122 Appendix B: Questionnaire Covering Letter 128 LIST OF FIGURES Figure 3.1. Research framework 29 Figure 3.2. Research process flow chart 43 LIST OF TABLES Table 3.1. List of motivational factors variables and dimensions 30 Table 3.2. List of de-motivating factors variables and dimensions 32 Table 3.3. List of employer contribution dimensions 33 Table 3.4. Distribution of the sample population by sector 36 Table 3.5. Stratification and allocation of sample population for the Private Sector 36 Table 3.6. Reliability statistics for motivational factors (independent variables) 39 Table 3. 7. Reliability statistics for de-motivating factors (independent variables) 39 Table 3.8. Reliability statistics on the dependent variables (employer contribution) 39 Table 4. 1. Original distribution of respondents for the demographic dimensions 46 Table 4.2. Revised distribution of respondents for the demographic dimensions 48 Table 4.3. Motivational factor dimensions in descending order of the means measure 49 Table 4.4. Significant motivational factor dimensions against registration status of business 52 Table 4.5. Descriptive – significant motivational factor dimensions against registration status of business 53 Table 4.6. Significant motivational factor dimensions against position in business 56 Table 4. 7. Descriptives – significant motivational factor dimensions against position in business 57 Table 4.8. Post hoc tests of significant motivational factors against position in business 57 Table 4.9. Significant motivational factor dimensions against gender 59 Table 4. 10. Descriptives – significant motivational factor dimensions against gender 60 Table 4.11. Significant motivational factor dimensions against years of operation of business 62 Table 4.12. Comparison of significant motivational factor dimensions against years of operation of business 62 Table 4.13. Summary of findings for hypothesis - H1 64 Table 4.14. De-motivating factor dimensions in descending order of the means measure 65 Table 4.15. Significant de-motivating factor dimensions against position in business 68 Table 4. 16. Descriptive – significant de-motivating factor dimensions against position in business 69 Table 4.17. Post Hoc Tests for significant de-motivating factor dimensions against position in business 70 Table 4.18. Significant de-motivating factor dimensions against gender 73 Table 4.19. Descriptive – significant de-motivating factor dimensions against gender disposition 74 Table 4.20. Significant de-motivating factor dimensions against number of employees 76 Table 4.21. Descriptive – significant motivational factor dimensions against number of employees 76 Table 4.22. Summary of results for hypothesis – H2 79 Table 4.23. Employer contribution dimensions in descending order of the means measure 80 Table 4.24. Significant employer contribution factors against business registration 81 Table 4.25. Descriptives – significant employer contribution factors against business registration 81 Table 4.26. Significant employer contribution factors against position in business 83 Table 4.27. Descriptive – significant employer contribution factors against position in business 83 Table 4.28. Comparison of employer contribution factors against gender 84 Table 4.29. Significant employer contribution factors against sector body membership 86 Table 4.30. Descriptive – Significant employer contribution factors against sector body membership 86 Table 4.31. Summary of results for hypothesis – H3 88 Table 4.32. Regression summary - Business will voluntarily contribute to levy 90 Table 4.33. Regression coefficients – Business will voluntarily contribute to levy 90 Table 4.34. Regression summary – Business never anticipated in fulfilling its obligations 91 Table 4.35. Regression analysis of variance – Business never anticipated in fulfilling its obligations 92 Table 4.36. Regression coefficients – Business never anticipated in fulfilling its obligations 92 Table 4.37. Regression summary – Business has no corporate social responsibility 94 Table 4.38. Regression analysis of variance – Business has no corporate social responsibility 94 Table 4.39. Regression coefficients – Business has no corporate social responsibility 95 Table 4.40. Regression summary – An all inclusive contribution to the financing of skills training 96 Table 4.41. Regression analysis of variance – An all inclusive contribution to the financing of skills training 97 Table 4.42. Regression coefficients – Business has no corporate social responsibility 98 Table 4.43. Summary of results for hypothesis – H4 101 Table 4.44. Regression summary – Business has no corporate social responsibility 102 Table 4.45. Regression analysis of variance – Business has no corporate social responsibility 103 Table 4. 46. Regression Coefficients – Business has no corporate social responsibility 103 Table 4.47. Regression summary –An all inclusive contribution to the financing of skills training 104 Table 4.48. Regression analysis of variance – An all inclusive contribution to the financing of skills training 104 Table 4.49. Regression coefficients – An all inclusive contribution to the financing of skills training 104 Table 4.50. Summary of results for hypothesis – H5 106

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