職能導向課程學員學習動機與滿意度分析之研究

Abstract

我國政府一直致力於以職業訓練課程來解決人力短缺問題，本研究的目的是瞭解學員參與職能導向課程的學習動機和滿意度，並探討不同背景變項下兩者間的差異及相關情形。本研究以觀光旅遊領域之職能導向課程學員為研究對象，研究方法採用立意抽樣及滾雪球抽樣方式發送問卷，資料蒐集後以描述性統計分析、皮爾森積差相關分析、單因子變異數分析及獨立樣本t檢定進行資料處理。本研究共回收問卷303份，無效問卷35份，有效問卷數共268份，問卷有效率為88.44%。研究結果顯示人口背景特性以女性、年齡層為30~39歲、最高學歷為大學、職位/職業為自由業等背景居多；學習動機之「工作價值」構面和滿意度之「同儕關係」構面平均值最高；不同背景的學員在學習動機和滿意度之間呈現正相關。故研究結論如下：(一) 學員學習動機多認同「工作價值」構面及學習創新思維、實踐能力。(二) 滿意度多注重「同儕關係」構面及同儕合作重要性。(三) 學習動機和滿意度呈現顯著正相關，但受樣本組成影響，以「工作價值」為學習動機的學員對「學習成果」滿意度相關係數較高。本研究建議學術面未來研究可加入質性訪談以更深入瞭解學員學習動機與滿意度，同時擴展研究構面，探討其他內在因素，使研究更全面。在實務面，建議課程結束後提供支援和跟進機制，確保學習效果轉移，定期舉辦工作坊可讓員工不斷提升專業技能，並提供晉升和發展機會以激發員工積極性。Our government has been dedicated to addressing labor shortages through training course. The objectives of this study were to understand the learning motivation and satisfaction of participants who finished the Competency-based Training Programs and explored the differences and correlations under various background variables. The research methodology employed a questionnaire survey approach using purposive sampling and snowball sampling. The statistical data were analyzed by descriptive statistics, independent sample t-tests, one-way ANOVA and Pearson's Correlation. A total of 303 questionnaires were collected and 268 of them were deemed valid, resulting in a valid response rate of 88.44%. The results showed that the majority of them were female, aged 30 to 39 years old, educational background and occupation were university and freelancer. "Job value" and "peer relationships" had the most significant impact. Participants with different background variables showed a positive correlation between learning motivation and satisfaction. In conclusion, participants were primarily driven by"job value," emphasizing the importance of learning innovative thinking and practical skills. Satisfaction was significantly influenced by "peer relationships," highlighting the importance of peer collaboration. Although learning motivation and satisfaction were positively correlated, the sample composition influenced the results, with participants motivated by "job value" having higher satisfaction with "learning outcomes." Future academic research is recommended to include qualitative interviews for a deeper understanding, and the expansion of research dimensions to explore other intrinsic factors. On a practical level, it is suggested to provide support and follow-up mechanisms after course completion, ensuring the transfer of learning effects. Regular workshops should be organized to continuously enhance employees' professional skills, along with providing avenues for promotion and development to stimulate employee motivation.