| Summary: | 碩士 === 國立中央大學 === 人力資源管理研究所 === 103 === Everyone would encounter barriers in their career. Those barriers may come from individual themselves, the work environment, or both of the two. When employees faced barriers, they take actions in different ways. Employees’ training participation can enhance their human capital. Meanwhile, it could solve barriers which they encountered. The purpose of this paper to explore the impact of employees’ perceived career barriers on their training participation. Training are divided into three types: Business Skills Training, Professional Skills Training, and General Skills Training. We measured it by the amount and the hours of their participation as dependent variables. In addition, we examine the gender, education, and type of contracts as moderators.
The sample of this study is from the Department of Statistics, Council of Labor Affairs, Executive Yuan. In order to understand workers’ living and employment conditions. 4,138 respondents with labor insurance, they conduct the period from June 2009 to May 2010 employees’ training participation and barriers. We found that depending on employees’ perceived career barriers, there will be different on their training participation. Employees with Incapability Barriers, they would reduce their investment in the amount and the hours of Business and Professional Skills Training. Instead, employees with Treat Unfairly and Insecurity Barriers will increase their Professional Skills Training. Meanwhile, according to the moderation effects, vulnerable groups are more likely to attend General Skills Training.
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