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題名:員工訓練動機的前因、動態改變對訓練反應之研究
作者:李靜儀
校院名稱:國立彰化師範大學
系所名稱:工業教育與技術學系
指導教授:陳清檳
學位類別:博士
出版日期:2013
主題關鍵詞:縱貫研究潛在成長曲線模式交叉延宕縱貫分析縱貫中介模式意志力訓練自我效能訓練動機訓練反應longitudinal researchlatent growth curve modelingcross-lagged panel modelinglongitudinal mediation modelvolitiontraining self-efficacytraining motivationtraining reaction
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本研究以Vroom所提出的期望理論為理論基礎,蒐集498位員工在不同的時間點(訓練前、訓練中、訓練後)的縱貫性資料,並採用潛在成長曲線模式分析意志力、訓練自我效能、訓練動機與訓練反應的變化趨勢。其次,利用交叉延宕縱貫性分析意志力、訓練自我效能與訓練動機的交互影響關係,最後,利用縱貫性的中介模式,探討這兩個因素是否會因為遷移動機的中介影響,進而影響訓練反應。研究結果發現:員工的意志力不會隨著訓練歷程的遷移而改變,且與之後的變化率沒有關係;員工的訓練自我效能不會隨著訓練歷程而有變化,但會隨著訓練歷程,加速訓練自我效能;訓練動機雖然會隨著時間的增加而提高,但不會隨著訓練歷程,加速訓練動機;訓練反應雖然會隨著時間的增加而提高,但隨著訓練時間的增加,他們的成長速率卻會趨緩;訓練中期的意志力會影響訓練後期的訓練動機;自我效能在訓練歷程中皆會影響訓練動機,並以訓練中期的影響效果最大;訓練初期的意志力和訓練自我效能會透過訓練動機之完全中介效果,影響訓練反應。
This study was based on expectancy theory proposed by Vroom, which aimed to investigate the development of volition, training self-efficacy, training motivation, and training reaction with latent growth curve modeling. This study collected three-wave (pre-training, during training, post-training) data from 498 employees. Also, a cross-lagged model to examine the longitudinal relationships between volition and training motivation as well as training self-efficacy and training motivation. Finally, this study utilized longitudinal mediation analysis to examine training motivation of the longitudinal associations between volition, training self-efficacy and training reaction. Results were as followed: first, employees’ volition growth trajectory did not change with the training process, and there were no siginificant relationship between initial state and growth rate. Second, employees’ training self-efficacy growth trajectory did not change with the training process, but there were positive relationship between initial state and growth rate. Third, employees’ training motivation growth trajectory increased with the training process, but there were no significant relationship between initial state and growth rate. Fourth, employees’ training reaction increased with the training process, but there were negative relationship between initial state and growth rate. Fifth, employees’ volition during training had positive effect on post-training motivation. Sixth, employees’ training self-efficacy had positive effect on post-training motivation, especially during training. Final, pre-training volition and training self-efficacy were through training motivation to affect the training reaction in fully mediated effect.
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