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題名:職業訓練成效與就業轉銜網絡研究
作者:李德純
作者(外文):Te-Chun Lee
校院名稱:國立高雄師範大學
系所名稱:工業科技教育學系
指導教授:孫仲山
學位類別:博士
出版日期:2010
主題關鍵詞:職業訓練就業轉銜社會網絡社會交換理論紮根理論vocational trainingvocational transitionsocial networkssocial exchange theorygrounded theory
原始連結:連回原系統網址new window
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臺灣地區的「失業率」自1995年來不斷攀升,在2002年全年平均失業率高達5.17%,在政府積極推動各項就業安全措施之後,失業率原本已逐漸下降,然而在2007年下半年美國次級房貸風暴影響所及,在2008年更擴散為全球金融風暴,經濟景氣嚴重衰退,2009年8月臺灣地區失業率上升至6.13%創下新高,失業人數高達67.2萬人,失業人數在短短一年內飆升逾20萬人,使得循環性失業所衍生的社會問題,取代結構性失業成為一般民眾最為關心的議題。政府為保障人民優質就業,所建構之就業安全網包括就業服務、職業訓練和失業保險等三個重要環節,其中職業訓練係解決結構性失業及舒緩循環性失業問題的主要政策工具,因此在評估職業訓練成效時,職訓局將失業者接受職訓後的「就業率」當作最重要的指標。
本研究為了瞭解影響失業者參加職業訓練後再就業的因素,先採用紮根研究方法(grounded theory)訪談12名成功就業學員,建構「職訓就業轉銜網絡理論」之理論假設,再以隨機抽樣方式選取各公共職業訓練中心辦理之失業者職業訓練共計72班1887名學員做為研究樣本,採用問卷調查法在學員結訓前後分兩階段進行實證研究,並以結構方程模式(structure equation modeling, SEM)驗證研究假設,總計提出21項研究發現,包括職訓就業轉銜網絡理論驗證、失業者職業訓練辦理現況、失業者職業訓練成效分析等3大類摘述如下。
1. 職訓就業轉銜網絡理論驗證:經周密化分析(elaboration analysis)結果發現,職訓學員結訓後能否「學以致用」會因學員年齡、訓練模式、訓練職類、職訓學習態度、課餘積極態度、職業期待適配、求職就業網絡、職訓學習成效、就業服務資源的不同而有差異。另依結構方程模式之分析結果,職業期待適配程度及就業服務資源的取得,係影響失業者職訓就業成效的關鍵因素。除了求職就業網絡、職訓學習成效對於職訓就業成效沒有直接影響之外,其餘自變項及中介變項在不同條件下,或多或少對於職訓就業成效都有直接影響,而求職就業網絡亦可透過就業服務資源此一中介變項,間接影響職訓就業成效。
2. 失業者職業訓練辦理現況:失業者職業訓練供不應求,部分職訓中心或培訓單位,在規劃職類課程時不是根據供需調查,而是以容易就業的職類為主要考量。職訓局尚未研訂全國一致的學員篩選評量標準,往往造成學員、培訓單位、職訓中心以及就服中心四者的衝突。職訓局TIMS職業訓練資料庫系統空有學員詳細的受訓紀錄,但在學員報名時,系統卻未提供培訓單位前端篩選等決策支援功能(DSS)。
3. 失業者職業訓練成效分析:失業者職業訓練與短期就業市場的供需失衡,而且有限的失業者職業訓練資源,仍有不小的比例浪費在無就業需求的學員身上。有大約四成的失業學員參訓動機不是為了就業,而其求職就業網絡和職訓學習成效,明顯低於為了就業而參訓之學員。對於長期失業學員而言,如果其參訓動機是為了就業,則其訓後就業成效會明顯高於參訓動機非為就業的學員。
最後,本研究依據研究發現提出包括掌握職訓就業市場需求、落實職訓學員篩選機制、規劃發展職業訓練組合、擴展多元培訓管道及思維等4個面向20項研究建議供決策單位參考運用,期能藉此掌握失業者參加職訓及求職就業之整體情境脈絡,發展職業訓練組合方案,俾更有效地協助失業者再就業。
This study proposes a new model to explain achievements for the unemployed trainees in public vocational training centers. The purpose of this study was to empirically analyze factors of vocational training achievements including learning effectiveness and reemployment outcomes. Based on literatures, the study applied vocational training theory, vocational transition theory and exchange network theory to develop a new model named vocational training transition theory (VTTT). Compared to previous studies, this research is unique in analyzing the relationship between social networks and training achievements, especially the relationship between informal job-searching networks and reemployment outcomes.
The population for this study is unemployed trainees of training programs provided by public vocational training centers of the central government and local governments in Taiwan. The data was collected from 1887 trainees who are sampled from 72 training programs in 6 affiliated training centers of Bureau of Employment and Vocational Training, Council of Labor Affairs, Executive Yuan. The t-test, one-way ANOVA, and structural equation modeling (SEM) techniques are used to provide statistical support for hypotheses testing. This research also adopts grounded theory as a method of using interview data to modify VTTT and develop a new research model.
The results reveal that there are significant relationships between vocational training achievements and the personal characteristics. Among the findings of this research were those:
1) Age, learning attitude, positive attitude for training, job search fit, training types, and employment services do affect reemployment outcomes.
2) No matter the different age levels, training types, and occupation categories, these factors do not affect reemployment outcomes with higher level education trainees.
3) The reemployment outcomes impact for long-term unemployed workers with job-searching motivation is generally superior to those for other motivations.
4) Besides, the stronger job-searching networks are found to be beneficial to reemployment outcomes by employment services mediator.
5) Learning effectiveness is found to be a significant factor for reemployment outcomes impact with t-test (i.e., employment and unemployment) and one-way ANOVA test (i.e., employment as training, employment and unemployment).
6) Finally, learning effectiveness is not found associated with reemployment outcomes in SEM model.
Based on analysis of the data, the following conclusions were reached:
1) Vocational training should refer to training purposes, occupation categories, job market, training subjects, trainees’ characteristics, funding to design and plan courses for the unemployed workers.
2) The selection mechanism of trainees should be established. The gap between personal expectation and job market demands will be reduced by proper selection mechanism.
3) The job-searching consultant should be enhanced and to assist building wider job-searching networks.
4) The training programs should be designed and improved for the elder trainees and long-term unemployed workers.
5) The training programs should include job transition services and employment services.
6) The supply of training programs is not adequate to the demand. More training programs and more funding support are necessary for vocational training
7) Finally, for structural unemployment, cyclical unemployment, and long-term unemployed workers, government has to plan a complete human resource development (HRD) strategies.
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