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題名：人力資源發展工作者專業素養指標建構及驗證之研究
書刊名：成人及終身教育學刊
作者：李藹慈 引用關係／楊博丞
作者(外文)：Li, Ai-tzu／Yang, Po-cheng
出版日期：2014
卷期：23
頁次：頁81-128
主題關鍵詞：人力資源發展工作者；指標；專業素養；Human resource development professional；Indicator；Professionalism
原始連結：連回原系統網址new window
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  • 被引用次數被引用次數:期刊(0) 博士論文(0) 專書(0) 專書論文(0)
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  • 共同引用共同引用:2
  • 點閱點閱:14
本研究旨在建構及驗證人力資源發展工作者專業素養指標。首先，透過文獻探討建立指標初步架構，再以半結構式訪談10位實務工作者，發展指標具體內容；接著以由9位實務工作者和6位學者專家組成之德懷術專家小組，進行三回合德懷術問卷調查，協助建構有效的指標項目；最後，以《天下雜誌》依2010年度獲利率排名調查之臺灣前100名製造業、前100名服務業、前100名金融業之人力資源工作者為對象進行調查，共回收520份有效電子問卷，並藉由SEM驗證指標模式和實務資料的適配情形，以建構具 信、效度之指標。 研究結果發現，人力資源發展工作者專業素養之重要內涵包括專業態度、專門知能、關鍵知能等三層面、十一個向度及五十一項指標，且指標具有良好的建構信、效度。最後，針對實務工作者、企業界、培育機構及後續研究提出具體建議。
This study aimed to construct and verify the indicators of professionalism for Human Resource and Development (HRD) professionals. Initially, an indicator framework was constructed according to a review of the literature. Then, ten HRD professionals were interviewed to develop more substantive descriptors for the content of the indicators. Subsequently, fifteen experts, including 9 practitioners and 6 academic scholars, were invited to participate in 3 rounds of Delphi questionnaires in order to further review, confirm, and construct a final set of indicators. Finally, questionnaires were sent to professionals in Top-100 manufacturing, service industry, and financial companies respectively. In total, 520 valid electronic questionnaires were returned. According to matching levels between the structural equation model and practical data, reliability and validity indicators were established. The results showed that a total of 51 indicators could be categorized into three aspects and 11 dimensions. These indicators possess construct validity and reliability. In conclusion, this newly developed tool can be applied to measure the professionalism of HRD professionals.
期刊論文
1.Chen, S. Y.、Bian, M. D.、Horn, Y. M.(2005)。Taiwan HRD practitioner competencies:An application of the ASTD WLP competency model。International Journal of Training and Development，9(1)，21-32。  new window
2.黃藿(20120900)。基本素養與核心能力的省思與辯證。通識在線，42，18-20。  延伸查詢new window
3.Korthagen, A. J.(2004)。In search of the essence of a good teacher: Towards a more holistic approach in teacher education。Teaching and Teacher Education，20(1)，77-97。  new window
4.林文政(2005)。一項長期性人力資源專業職能之研究。勞工研究，5(2)，79-81。  延伸查詢new window
5.張火燦(19911200)。人力資源發展專業人員的能力調查報告。勞工行政，44，49-54。  延伸查詢new window
6.劉源俊(20120900)。說大學素養教育。通識在線，42，12-14。  延伸查詢new window
7.蔡錫濤、陳思嘉(2013)。人力資源專業人員之職能。T&D飛訊，169，1-26。  延伸查詢new window
8.Farndale, E.(2005)。HR department professionalism: A comparison between the UK and other European countries。The International Jounal of Human Resource Management，16(5)，660-675。  new window
9.Ketter, P.(2006)。Evolution of the trainer。T+D，60(9)，48-50。  new window
10.Kuchinke, K. P.、Han, H. Y.(2005)。Should caring be viewed as a competence? (Re-)Opening the dialogue over the limitations of competency frameworks in HRD。Human Resource Development International，5(3)，385-389。  new window
11.Long, J.(1982)。Professional development: Stating competitive to keep your organization competitive。Training and Development Journal，36(5)，30-36。  new window
12.McLean, G. N.、McLean, L.(2001)。If we can't define HRD in one country, how can we define it in an international context?。Human Resource Development International，4(3)，313-326。  new window
13.Ruona, W. E. A.(2000)。Core beliefs in human resource development: A journey for the profession and its professionals。Advances in Developing Human Resources，2(3)，1-27。  new window
14.Schack, D. W.、Hepler, C. D.(1979)。Modification of Hall'€™s professionalism scale for use with Pharmacists。American Journal of Pharmaceutical Education，43(2)，98-104。  new window
15.Suen, H. Y.、Yang, J. M.(2013)。HR professionalism in the computing environment: Predicting job performance within different HR roles。International Management Review，9(1)，19-31。  new window
16.Ulrich, D.、Younger, J.、Brockbank, W.、Ulrich, M.(2013)。The state of the HR profession。Human Resource Management，52(3)，457-471。  new window
17.Van Der Sluis, L. E. C.(2007)。Umbrealla for research into human resource development (HRD)。Human Resource Development International，10(1)，99-106。  new window
18.李聲吼(19981200)。人力資源發展專業能力與角色之研究。國立屏東科技大學學報，7(4)，319-326。  延伸查詢new window
19.林怡君、范凱棠、陳心懿、李郁澄(20140600)。Development of the Comprehensive Training Design Competencies for Human Resource Professionals in Taiwan。交大管理學報，34(1)，141-176。new window  延伸查詢new window
20.Bagozzi, Richard P.、Yi, Youjae(1988)。On the Evaluation of Structural Equation Models。Journal of the Academy of Marketing Science，16(1)，74-94。  new window
21.Hall, Richard H.(1968)。Professionalization and Bureaucratization。American Sociological Review，33(1)，92-104。  new window
研究報告
1.黃同圳(2003)。公務訓練機構業務人員所需職能及在職訓練課程之研究。桃園市：國立中央大學人力資源管理研究所。  延伸查詢new window
2.黃英忠(1997)。人力資源管理部門的角色、類型及所需才能之研究 (計畫編號：NSC86-2417-H-110-001)。高雄市：國立中山大學人力資源管理研究所。  延伸查詢new window
學位論文
1.陳郁雯(1999)。高科技產業HRD經理專業能力之研究(碩士論文)。國立臺灣師範大學。  延伸查詢new window
2.Yang, J. C.(1994)。Perceived competencies needed by HRD managers in Korea(博士論文)。University of Minnesota，Twin Cities, MN。  new window
3.李芳美(2000)。人力資源發展人員專業能力及專業表現之研究(碩士論文)。國立中正大學。  延伸查詢new window
圖書
1.Rothwell, W. J.、Sanders, E. D.、Soper, J. G.(1999)。ASTD models for workplace learning and performance: roles, competencies, and outputs。Alexandria, VA：The American Society for Training and Development。  new window
2.Swanson, R. A.、Holton III, E. F.(2001)。Foundations of Human Resource Development。San Francisco：Berrett-Koehler Publishers, Inc.。  new window
3.天下雜誌(2011)。2011年1000大調査。臺北市：教育部。  延伸查詢new window
4.Bernthal, Paul R.、Colteryahn, Karen、Davis, Patty、Naughton, J.、Rothwell, W. J.、Wellins, R.(2004)。ASTD 2004 competency study: Mapping the future。Alexandria, VA：ASTD Press。  new window
5.McLagan, P. A.(1983)。Models for Excellence: the Conclusions and Recommendations of the ASTD Training and Development Competency stud。Washington, D.C：American Society for Training and Development。  new window
6.Ulrich, Dave(1997)。Human Resource Champions: The Next Agenda for Adding Value and Delivering Results。Harvard Business School Press。  new window
7.McLagan, P. A.(1989)。Models for HRD Practice: The Practitioner's Guide。Washington, D. C.。  new window
8.Carr Saunders, A. M.、Wilson, P. A.(1933)。The Profession: Their Organization and Place in Society。Oxford：Clarendon Press。  new window
9.李聲吼(2000)。人力資源發展。臺北：五南。  延伸查詢new window
10.吳明隆(2003)。SPSS統計應用學習實務：問卷分析與應用設計。臺北市：知城數位科技股份有限公司。  延伸查詢new window
11.饒見維(1996)。教師專業發展--理論與實務。臺北市：五南圖書出版股份有限公司。  延伸查詢new window
12.King, Nigel、Horrocks, Christine(2010)。Interviews in Qualitative Research。Sage。  new window
其他
1.American Society for Training and Development(2013)。Competency model: Training & development redefined，http://www.astd.org/Certification/-/media/Files/Certification/Competency%20Model/031271-ASTDCompModel.pdf。  new window
2.Rothwell, W. J.(1998)。A report on workplace learner competencies，http://www.ilpi.wayne.edu/filers/roth-present.pdf。  new window
圖書論文
1.林育志(2009)。專業素養。住院醫師教育的六大核心能力。臺北市：臺灣醫學教育學會。  延伸查詢new window
2.龔寶善(1982)。教師專業精神的培育和宏揚。教育組織與專業精神。臺北市：華欣文化事業中心。  延伸查詢new window
3.Hytonen, T.、Poell, R.、Chivers, G.(2003)。HRD as a professional career? Perspectives from Finland, the Netherlands, and the United Kingdom。Shaping flexibility in vocational education and training: Institutional, curricular and professional conditions。Dordrecht, the Netherlands：Kluwer。  new window
4.Watkins, K. E.(1989)。Five metaphors: Alternative theories for human resource development。Systems theory applied to human resource development。Alexandria, YA：ASTD Press。  new window
 
 
 
 
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