第六章 結論與建議
第三節 研究限制與未來研究方向
本研究在進行過程中，遇到一些研究限制，需要加以克服。第一項研究限制 就是在公部門 TPB 訓練參與模式中的參與行為變項的衡量，本研究因為採不記 名問卷，加上問卷發放份數多，無法再找到回覆者，請其填答第二階段的問卷，
因此，本研究在第一階就蒐集受測者的過去訓練參與行為，作為未來訓練參與行 為的替代變數（proxy），而沒有進行進第二階段的行為資料蒐集。雖然此一作法，
未符合 TPB 問卷設計的原旨，但根據文獻探討發現，若一種行為被受測者一而 再的採用，則此行為會被自動認知過程所引導，形成一種習慣。換言之，過去經 常採行的行為與後來的行為會有極佳的相關（Ajzen, 2001）。因此，本研究採一 階段問卷方式，以過去參與訓練資料來取代未來參與訓練行為，是可接受的變通 做法。儘管如此，本研究仍認為此一做法應盡量避免，最好能符合 TPB 問卷設 計原則，分兩階段蒐集相關變項資料。
其次，實證研究發現自我效能影響行為控制知覺的路徑係數為負值，與預期 的正向影響不同，值得特別留意。雖然在其他計劃行為理論文獻上，此一負向關 係也屢見不鮮（例如：Chu & Chiu, 2003）。儘管如此，其負向關係的理由值得 詳加討論。本研究推論可能的理由為：公部門員工雖然自認他有能力能在訓練參 與中表現良好，但他可能考慮他欠缺參與訓練活動的相關資源，例如時間許可和 適度的工作負荷，而這些資源乃操之於主管手中。這樣的議題，很值得更進一步 加以研究探討。另一方向可能是個人信念的量測問題，值得後續研究者加以驗證 及改善。
第三，本研究的樣本蒐集，僅針對高雄市公部門員工發放問卷，集中於此一 地理範圍，在結論應用推廣時，會有所限制。比較可行的方式是蒐集其他城鄉的 公部門資料，進行比較。另外，若能蒐集私人營利事業員工的資料，進行公私部 門的訓練參與行為比較，則研究成果會極具意義。
在未來研究方向建議方面，本研究所提出的公部門訓練參與TPB 中介模式，
實證結果與預期有所落差，僅發現 TPB 變數有部分中介效果。此外，整體預測 變項僅能解釋訓練參與意向變異量的17%，與類似的相關研究差距太大。此一結 果隱含忽略了重要訓練參與預測變項，例如年紀或者性別，作者將蒐集相關文
獻，進行進一步的探討後，另行撰文發表。
在問卷設計上，TPB 信念構念的拆解（decompose）是值得努力的方向，若 能發展更有理論基礎的量表，改善信度和效度，則有助於更正確的探索訓練參與 的前置因素。
最後，在問卷回收上，共有626 份問卷因為不完整填答或亂填而被歸類為無 效問卷，數量龐大。因為問卷發放與回收是透過各局處的主任秘書進行，是否因 為另有其他的組織因素影響，讓公部門受測者繳回不正確填答的問卷，值得另行 發展問卷深入探討，或採質性研究方法來訪談，期能回答和解釋此一現象。
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