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題名:人才培訓計畫策略聯盟之分析—以勞委會職訓局中區人才培訓計畫為例
作者:陳怡如
作者(外文):Manner, Yi-Ju Chen
校院名稱:國立暨南國際大學
系所名稱:社會政策與社會工作學系
指導教授:詹火生
學位類別:博士
出版日期:2009
主題關鍵詞:積極性勞動市場政策人才培訓策略聯盟網絡分析華人關係合作賽局Active Labor Market PolicyPersonnel TrainingStrategic AllianceNetwork AnalysisGuanxiCooperative Game
原始連結:連回原系統網址new window
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為提升委外訓練資源投入效益,中區職訓中心規劃推動將中部地區訓練資源進一步培力及整合,協助現有培訓單位瞭解產業發展與就業需求技能分析管道與方法,逐步建立培訓單位間聯繫合作平台,並於2004年6月建立中區人才培訓策略聯盟,結合學校、研究單位與職訓中心提供的人才培訓能量,提升勞動力的技術能力,彌補教育與實務的落差,以積極、適時提供產業界現況人才之需求與培訓未來所需的技術人才。因此,本研究擬在瞭解人才培訓策略聯盟執行之現況與績效,以及探討人才培訓計畫中政府、非營利組織與商業部門三者間的合作策略、關係資本與網絡結構,並進一步檢視策略聯盟對勞動市場供需媒合之影響。
本研究採用郵寄問卷調查(普查參與人才培訓策略聯盟之機構),及深度訪談(以參與聯盟機構之相關業務承辦人員為訪談對象),以量化的變異數分析與迴歸分析,探討政府、商業、非營利組織部門間的合作誘因與關係網絡、網絡結構、聯盟制度設計與社會心理因素如何影響策略聯盟的績效;同時,蒐集各機構對策略聯盟的建議與聯盟存續的看法,更輔以勞動市場供需媒合的角度訪談培訓學員,期能瞭解實際情況。
研究發現:(一)不同部門屬性(政府、私部門、非營利組織)與聯盟動機之間並無顯著差異性;(二)不同部門屬性於華人關係網絡互動上並無顯著差異性;(三)聯盟發展因素(網絡結構、合作制度、社會心理)皆與聯盟績效呈現顯著正相關;(四)聯盟績效與合作存續的關係呈現顯著正相關,此外,華人關係網絡越緊密,對於合作存續的態度越肯定,兩者間呈現顯著正相關。
本研究同時運用華人關係網絡以及社會網絡觀點,並結合策略聯盟的管理運作機制,來瞭解合作夥伴的互動關係。分析聯盟成員如何取得所需資源,如何建立、維持彼此的關係,有助於聯盟的發展,進而提升政府、企業與非營利組織三者的資源優勢,同時結合勞動市場的供需分配,有效的提升聯盟績效。
Central training center plans to empower and integrate the training resource of central Taiwan to improve the performance, to help the industry development, to analyze the employment needs and to establish contact with train units. It established the central human resource training strategic alliance in June, 2004. The strategic alliance intends to integrate the training energy of schools, research units and government, improve the technical employability and redeem the gap of education and practice. Therefore, this research intend to understand the practice and performance of the human resource training strategic alliance, probe into the cooperative strategies, relationships and network structures between governments, private sectors and non=private organizations, and review the influence on the match of supply and demand in the labor market.
This research adopts Mail Survey and semi-structured interview methods. This research practices the quantity data of the Guanxi, network structure, alliance institution, social psychology and alliance performance by ANOVA and regression. Furthermore, this research collects the organizational and the trainees’ suggestions about alliance operation and duration.
Based on the quantitative and qualitative findings, the major discussions are stated below. 1. There is no significant difference in the alliance motives between the three sectors. 2. There is no significant difference in the Guanxi between the three sectors. 3. There is a significant positive correlation between the alliance developmental factors and the alliance performance. 4. There exists a significant positive correlation between the alliance performance and the cooperative duration. Moreover, the stronger the Guanxi the sectors have, the more positive attitude to the cooperative duration.
This research adopts both Guanxi and social network to probe into the interaction between public, private and non-private organizations. Furthermore, this research combines the alliance manage mechanism to draw the outline of the partners’ interflows which include the resource acquirement, the relations establishment and maintenance. It could improve the advantages of the sectors and combine the distribution of demand and supply in the labor market and advance the alliance performance.
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