公務員參加訓練之動機、阻礙因素與學習滿意度相關之研究--以地方行政研習中心學員為例

• Main Author: 馬永芳
• Other Authors: 梁滄郎
• Format: Others
• Language: zh-TW
• Published: 2005
• Online Access: http://ndltd.ncl.edu.tw/handle/15357967094556693819

碩士 === 國立彰化師範大學 === 工業教育與技術學系 === 93 === Abstract The purpose of this study was to explore the training participation motivations, barrier factors and learning satisfaction of civil servants; and further analyze the difference in the above issues of the civil servants of different backgrounds and their relationship, to serve as reference for the training system of civil servants and practical operation. This study emploied questionnaire investigation method, besides engaging in collection and study of the related journal. The sample was 1287 trainees held by Regional Civil Service Development Institute of C. P. A, Executive Yuan. The usable questionnaire was 1024, and its usable returned rate 79.56%. The questionnaire content validity was check by the specialist and its consistency reliability cronbach α value was 0.915-.945. Based on the study, the conclusions and recommendations of this study were abstracted as follows: a. Conclusions （a）The training motivation of civil servants was high, with an average score of 3.82 (mean value as 3), while "professional advancement " and "social service" accounted for the major motivations. Further, the motivation of female civil servants was higher than that of the male civil servants ; and the motivation of the married ones is higher than that of the unmarried ones. （b）The training barrier factor of civil servants was low, with an average score of 2.66 (mean value as 3), while the "situational barrier" accounted for the major barrier factor. Further, the barrier factor of female civil servants was higher than that of the male civil servants ; and the barrier factor of technical personnel was higher than that of the administrative personnel. （c）The civil servants participating in training had extremely high learning satisfaction level, with an average score of 4.2 (mean value as 3), but the trainees participating in training in assignment manner had lower satisfaction level. （d）The height of learning satisfaction level of the civil servants in participating in training was positively relative to the strength of training motivation of civil servants in participating in training. （e）The percentages of volunteer participation in training of females, non-supervisors, administrative category, and the civil servants of the central government sectors were higher. （f）Professional advancement, social service and social relationships motivation were important factors with influence on learning satisfaction level. b. Recommendations （a）The practice of civil servants training should be under responsible planning and supervision of the administrative authority, in order to be able to promote business performance. （b）A single exclusive training sector to conduct the training of district civil servants was feasible, professional and efficient. （c）A training sector was encouraged to develop strategic alliance connection with academic sectors to facilitate better performance of both training and education. （d）Diversified training channels were provided, to enrich the training content of civil servants , and managed to overcome the barrier factors of training, to encourage the civil servants to be active and took initiative in participating in training. （e）When a training sector provided training information, it is required to follow such principles as being "general", "advanced" and "comprehensive"; the training concerns shall focus on achievement of practical objective; while the program design and content shall be practical as the main concern. （f）Concerning follow-up studies, it is recommended to expand the study parties to each civil servants training sector and its related training and learning activity, and perform deep study on the related training transfer issues. Key Words: Civil Servants , Training Motivation, Barrier Factor, Learning Satisfaction Level