| Summary: | 碩士 === 高雄師範大學 === 成人教育研究所 === 98 === This study aims to explore the Kaohsiung City cultural volunteer’s role perception, self-efficacy and organizational commitment. First, the researchers collect information from literatures about the cultural volunteer’s role perception, self-efficacy and organizational commitment for exploration and analysis. Secondly, to propose research framework and making a questionnaire prepared for pre-test, whereby the development of the formal research questionnaires. And then refer to cultural volunteers from Bureau of Culural Affairs Kaohsiung City Govemment’s Cultural Center, Kaohsiung Museum of Fine Arts, Kaohsiung Municipal Library, Kaohsiung Museum of History, Military Dependents’ Cultural Centers, Kaohsiung City Archives for the study base group, stratified random sampling was six cultural institutions, 680 subjects as the study samples collected data from 626 response rate was 92.06 percent. Contradictory information, incomplete ones, and 2 fixed-option response questionnaires were deducted. A total of 624 valid questionnaires (91.76 percent) were obtained. The retrieved questionnaires were analyzed by using descriptive statistics, t-test, one way analysis of variance(one-way ANOVA), Pearson’s prodect-moment correlation and stepwise multiple regression and etc., then the study results were discussed.
(A) Conclusions
1. Kaohsiung City cultural volunteers are of active and positive role in perceptions of the role of altruistic service," the best performance, "the role of learning and growing," the lowest performance.
2. The perception of the Kaohsiung City cultural volunteers is a good degree of self-efficacy, in terms of " confidence in the work " or " soul-strengthening " has a good performance.
3. Kaohsiung City Cultural volunteers are good in perceptions of organizational commitment, in which the "tendency to stay", "to wish" was the most good.
4. Married, Buddhist, engaged in housework, one to two years service experience cultural volunteers are more visible performance in the overall role perception in Kaohsiung City.
5. Buddhist, engaged in housework, service within 2 years of the Kaohsiung City cultural volunteers have high overall perception of self-efficacy.
6. engaged in housework, service within 2 years of the Kaohsiung City cultural volunteers have higher perception of the overall organizational commitment.
7. If Kaohsiung City Cultural volunteers have a good role perception, their self-efficacy will be better.
8. Better self-efficacy of Kaohsiung City Cultural volunteers promotes a higher organizational commitment.
9. Better role perception of the Kaohsiung City cultural volunteers promotes a higher organizational commitment.
10. Role perception and self-efficacy of the cultural volunteer may produce a significant ability for predicting organizational commitment, in which the " soul-strengthening " is the most reliable predictors.
(B) Suggestions
1. Recommendations provide for the cultural executive department
1-1. A timely forum must be held between department and volunteers in order to integrate multiple service goals, for promoting their understanding on the service goal as well as identifying with the organization.
1-2. The Department should encourage senior volunteers continuously participating in volunteer services, and expand recognition and reward system to increase the organizational identification and willingly to make efforts.
1-3. The Department needs to make multiple and diverse cultural services planning as well as learning development activities through highlighting the cultural services role of various volunteer.
2. Recommendations for the department to make use of volunteer
2-1. The Department needs to develop potential volunteer resources, set up a dedicated team, and integrate planning about volunteers in culture unit to explore human development and resource management.
2-2. The Department has to enhance the role interaction of volunteer, leading volunteer organization grow and learn, build self-management mechanism, get rid of reliance on the authority due to its weak position.
2-3. Each museum creates its own feature and plans cultural education for volunteers training systemically to satisfy the growing role of the volunteers to learn and improve self-efficacy.
2-4. The Department needs to raise the role of cultural volunteers in study growth and guide the volunteer team towards the development of learning organizations.
2-5. The Department confirms the service value of cultural volunteer, takes care about volunteer partners, promoting volunteer team's efforts to enhance the willingness and the retention rate.
2-6. It is better to expand the culture volunteers of different museum to get together to promote their interpersonal roles.
3. A proposal for participation volunteers and their team groups
3-1. Increase using the participation of retirees and household volunteer in voluntary service that might persuade male volunteer service.
3-2. Provide service-sharing platform for "senior volunteer", so that volunteers can inherit cultural experience for sustainable development.
3-3. Attach great importance to the senior volunteers to enhance service wishes and timely rotation on service positions, enhance their self-efficacy and organizational commitment.
3-4. Encouraging volunteers to grow and learn and actively participate in activities of their departments.
3-5. Form a study group, and collect information relevant to cultural institutions, to enhance volunteer’s professional cultural services and the role of learning and growth.
4. There are tasks for further studies including research target, research variables, research methods and research tools must be done in order to make recommendations separately in the future.
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