The Relationship between Employee Training and Work Motivation 湯子瑢、林英顏
E-mail: 9701381@mail.dyu.edu.tw
ABSTRACT
Employee training not only enables a company to stay competitive in today’s changing environment but also sustains the company
’s organizational flexibility under the shifting environmental and scientific currents. Such training brings forth more intel-ligence assets to a company and increases the company’s profitability. Therefore, em-ployee training has always been considered as a vital part of the human resource in-vestments for most business entities. This also explains why so many companies offer incentive programs to encourage self learning and developments of their employees. Beyond all these benefits, however, employees who receive work training are not nec-essary more devoted to their work-related responsibilities. This study intends to address this issue and identify the relationship between em-ployee training and work motivation. A survey was conducted in the study and 600 questionnaires were sent out to the business employees in Taiwan. 353 questionnaires were returned and validated to be effective.
The study then applied the t-test, one-way ANOVA, Pearson correlation analysis, and the hierarchical regression method to vali-date the effective questionnaires. At the end of the study, the relationship between employee training and work mo-tivation was concluded and such relationship in fact was associated with several factors. Factors that were not contributors to such relationship were the frequency of employee training, the variety of training courses, the content of the training course, and the fre-quency of externally offered training sessions. Factors that were positively related to the relationship were the interestingness of offered training and an employee’s willingness to take training sessions. In addition to these findings, the study also discovered that al-though male employees received more training than female employees, their motiva-tions for work were still similar. Another finding was that mid-salary employees were more motivated than those who had high or low salaries.
Keywords : employee training ; work motivation ; intrinsic motivation ; extrinsic motivation Table of Contents
中文摘要 ．．．．．．．．．．．．．．．．．．．．．． iii 英文摘要 ．．．．．．．．．．．．．．．．．．．．
．． iv 誌謝辭 ．．．．．．．．．．．．．．．．．．．．．． vi 內容目錄 ．．．．．．．．．．．．．．．．
．．．．．． vii 表目錄 ．．．．．．．．．．．．．．．．．．．．．． ix 圖目錄 ．．．．．．．．．．．．
．．．．．．．．．． xi 第一章 緒論．．．．．．．．．．．．．．．．．．．． 1 第一節 研究背景．．．
．．．．．．．．．．．．． 1 第二節 研究問題及目的．．．．．．．．．．．．． 4 第三節 研究的重 要性．．．．．．．．．．．．．． 5 第二章 文獻探討．．．．．．．．．．．．．．．．．． 7 第一節 員 工訓練．．．．．．．．．．．．．．．． 7 第二節 工作動機．．．．．．．．．．．．．．．． 11 第三 節 訓練與動機之相關實證研究．．．．．．．． 17 第三章 研究設計．．．．．．．．．．．．．．．．．． 19 第一節 研究架構．．．．．．．．．．．．．．．． 19 第二節 研究假設．．．．．．．．．．．．．
．．． 20 第三節 變數的操作性定義與測量．．．．．．．．． 22 第四節 樣本與資料蒐集．．．．．．
．．．．．．． 28 第五節 分析方法．．．．．．．．．．．．．．．． 28 第四章 樣本資料分析．．．．．
．．．．．．．．．．． 30 第一節 樣本基本資料．．．．．．．．．．．．．． 30 第二節 員工訓練現 況分析．．．．．．．．．．．． 33 第三節 工作動機程度．．．．．．．．．．．．．． 35 第四節 人 口統計變項與員工訓練及工作動機間之關係 35 第五節 員工訓練與工作動機之關係．．．．．．．． 47 第五章 結論與建議．．．．．．．．．．．．．．．．． 59 第一節 研究結論．．．．．．．．．．．．．．．． 59 第二節 建議．．．．．．．．．．．．．．．．．． 63 第三節 研究限制．．．．．．．．．．．．．
．．． 66 參考文獻．．．．．．．．．．．．．．．．．．．．．．． 67 附錄A 研究問卷．．．．．．．．．．．
．．．．．．． 77 REFERENCES
一、中文部份 毛筱艷，陳建佑(2006)，員工訓練內容滿意度及性別與工作投入關係之研究，北商學報，10，27-34。 毛筱艷，陳建佑，
林少龍(2002)，以內在動機為干擾變數探討員工訓練與工作投入之關係，北商學報，3，1-28。 何金銘，黃英忠，陳錦輝，莊美娟(2005)
，工作需求－控制－支持模式與工作倦怠關係之研究:以海關人員為例，人力資源管理學報，5(2)，19-37。 房美玉(2002)，台灣半導體產
業之組織文化對於內外工作動機與工作績效及工作滿意度間關連性的影響，管理評論，21(3)，69-96。 許士軍(1995)，管理學，台北:東 華書局。 張春興(1993)，心理學，台北:東華書局。 黃英忠(1997)，人力資源管理，台北:三民書局。 黃家齊(2002)，人力資源管理活動及 組織績效－員工技能與動機的中介效果，人力資源管理學報，2(4)，15-32。 劉兆明(1992)，工作動機理論的發展，應用心理學報，1
，39-51。 劉兆明(2001)，工作動機的整合模式︰概念架構的發展與初步分析，中華心理學刊，43(2)，189-206。 劉兆明(1996)，領導行為 與工作動機，國科會專題研究報告。 謝安田(1999)，人力資源管理，台北︰著者發行。 藍采風，廖榮利(1994)，組織行為學，台北︰三 民書局。 二、英文部份 Acemoglu, D., & Jorn-Steffen P. (1998). Why do firms train? Theory And Evidence. Quarterly Journal of Economics, 113(1), 79-118. Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in Experimental Social Psychology, 2, 267-299.
New York: Academic Press. Alderfer, C. P. (1969). An empirical test of a new theory of human needs. Organizational Behavior and Human Performance, 4, 142-175. Alphonse, G. H., & Idson, T. L. (1991). Employer size and on-the-job training decisions. Southern Economic Journal, 58(2), 339-355. Amabile, T. M., Hill, K. G., Hennessey, B. A., & Tighe, E. M. (1994). The work preference inventory: Assessing intrinsic and extrin-sic motivational orientations. Journal of Personality and Social Psychology, 66(5), 950-967. Angelo, K., & Williams, B. K. (2003).
Management: A Praticle In-troduction (1st ed.). McGraw-Hill Companies, Inc. Blom, K., Clayton, B., Bateman, A., Bedggood, M., & Hughes, E.
(2004). What’s in it for me? Recognition of prior learning in enterprise-based registered training organizations. NCVER Adelaide. Butler & Ruth (1998). Enhancing and undermining intrinsic motiva-tion: The effects of task-involving and ego-involving evaluation on interest and performance.
British Journal of Educational Psychology, 58(1), 1-14. Campbell, J. P., & Pritchard, R. D. (1976). Motivation Theory in In-dustry and
Organizational Psychology. Handbook of Industrial and Organizational Psychology. Chicago: Rand-McNally. Carol, A. T., Rick, L., & Steven, H.
F. (2000). Hanging on or fading out? Job satisfaction and the long-term worker. Public Person-nel Management, 29(3), 343-351. Clark, R. E.
(2003). Fostering the work motivation of individuals and teams. Performance Improvement, 42(3), 21-29. David, A. K., Joyce, S. O., & Irwin, M.
R. (1995). Organizational Behavior: an experiential approach. Organizational Behavior 6th. Prentice Hall In. Finegold, D., & Wagner, K. (2002).
Are apprenticeships still relevant in the 21st century? A case study of changing youth training ar-rangements in german banks. Industrial and Labor Relations Review, 55(4), 667-685. Fisher, G., & Bibo, M. (1998). No leadership without representation (A research note). International Journal of Organizational Be-havior, 6(2), 307-319. Franken, R. (1994). Human motivation Pacific Grove. CA: Brooks/ Cole. Geen, R. G. (1995). Human motivation: A social psychological ap-proach. Belmont, CA: Cole. Gritz, R. M. (1993). The impact of training on the frequency and du-ration of employment: An econometric analysis of the experi-ences of youth. Journal of Econometrics, 57, 21-51. Hackman, J. R., & Oldham, G. R. (1975).
Development of the job di-agnostic survey. Journal of Applied Psychology, 60, 159-170. Hackman, J. R., & Oldham, G. R. (1976). Motivation through the de-sign of work: Test of a theory. Organizational Behavior and Human Performance, 16, 250-279. Holland, B. K. (1989). Motivation and job satisfaction. Journal of Property Management, 54(5), 32-36. Jacobs, R. L. (2003). Structured On-the-Job Training: Unleashing Employee Experience in the Workplace. Second Edition. Jacobs, R. L., & Washington, C. (2003). Employee development and organizational performance: A review of literature and direc-tions for future research. Human Resource Development Inter-national, 6(3), 343-354. Jacques, I., & Patrice, R.
(1999). A study of the relationships between compensation package, Work motivation and job satisfaction. Journal of Organizational Behavior, 20 (7), 1003-1025. Jalajas, D. S., & Bommer, M. (1999). The influence of job motivation versus downsizeing on individual behavior. Human Resource Development Quarterly, 10(4), 329-341. Jason, A. C., Jeffrey, A. L., & Raymond, A. N. (2000). Toward an in-tegrative theory of training
motivation: A meta-analytic path analysis of 20 years of research. Journal of Applied Psychology, 85(5), 678-707. Jeffrey, D. F., Gregory, H. D., Joyce, E. A., Robert T. L., & Jeffrey D. K. (1995). The influence of general perceptions of the training environment on pretraining motivation and perceived training transfer. Journal of Management, 21(1), 1-25. Jieun, Lee (2004). An exploratory study for building a conceptual framework of customized training. Association for Educational Communications and Technology, Chicago, IL. Katzell, R. A., & Thompson, D. E. (1990). Work motivation: Theory and practice. American Psychologist, 45(2), 144-53. Kaufman, D., & Fetters, M. L. (1980). Work Motivation and Job Val-ues among Professional Men and Women: A New Accounting. Journal of Vocational Behavior, 17(3), 251-262. Keeling, D., Jones, E., Botterill, D. &
Gray, C. (1998). Work-base Learning,Motivation and Employer-Employee Interaction: Im-plications for Lifelong Learning. Innovations in Education and Training International, 35(4), 282-291. Knoke, D., Cappelli, P., Bassi, L., Katz, H., Osterman, P., & Useem. M. (1997). Job Training Programs and Practices. Change at Work. New York:Oxford University Press, 122-153 Knoop, R. (1995). Relationships among job involvement, job satisfac-tion, and organizational commitment for nurses. Journal of Psychology, 129(6), 643-649. Kodrzycki, Y. K. (1997).
Training programs for displaced workers : What do they accomplish. New England Economic Re-view ,10(1), 39-57. Lawire, J. (1990). Difference between training, education and devel-opment. Personal Journal, 69, 44-45. Lillian, T. E., Deena, M. F., Michael, C. R., & Charles, E. L. (1999).
Motivation bases of affective organizational commitment: A partial test of an intergrative theoretical model. Journal of Oc-cupational and Organizational Psychology, 72(4), 463-483. Locke, E. A., Shaw, K. N., Saari, L. M., & Latham, G. P. (1981). Goal setting and task performance:
1969-1980. Psychological Bulletin, 90, 125-152. Louis, E. B., & David, L. K. (2006). Contemporary Marketing. Thomson South-Western.
Margaret, A. R., & Harry, B. (1999). Training interventions : promot-ing learning opportunities. Chartered Institute of Personnel and
Development. IPD Books, ISBN: 0852928041. Mitchell, T. R. (1982). Motivation: New directions for theory, research, and practice. Academy of Management Review, 7(1), 80-88. Nadler & Leonard (1970). Developing Human Resources. Gulf Pub-lishing Company, Houston, Texas. Oldham, G. R., & Kulik, C. T. (1983). Motivation enhancement through work redesign. Review of Higher Education, 6(4), 323-342. Pinder, C. C. (1984).
Work motivation: Theory, issues, and applica-tions. Glenview, IL: Scott, Foresman and Company. Rabinowitz, S. S., & Hall, D. T. (1977).
Organization research on job involvement. Psychological Bulletin, 84(2), 265-288. Raymond, A. Noe (1999). Employee Training and Development.
MacGraw-Hill, Inc. Richard, E. C. (2003). Fostering the work motivation of individuals and teams. Performance Improvement, 42(3), 21-29.
Roever, C. (2000). Mead corporation's creative approach to intern-ships: Success in a unionized manufacturing plant. Business Communication Quarterly, 63(1), 90-100. Saavedra, R., & Kwun, S. K. (2000). Affective states in job charac-teristics theory. Journal of Organizational Behavior, 21(2), 131-146. Schiefele, U. (1991). Interest, learning, and motivation. Educational Psychologist, 26(3-4), 299-323. Schmidt, S. W. (2004). The Job Training and Job Satisfaction Survey Technical Manual. Online Submission. Scott, W. G., & Mitchell, T. R. (1976). Organization theory: a struc-tual and behavioral analysis. New york: Irwin. Sharon, S. N., & Elwood, F. H. III (2002). The effects of personality, affectivity, and work commitment on motivation to improve work through learning. Human Resource Development Quar-terly, 13(4), 357-382. Shields, M., & Ward, M. (2001). Improving nurse retention in the british national health service: The impact of job satisfaction on intentions to quit. Journal of Health Economics, 20 (5), 677-701. Sole, S. (1999). Customized training. NZ Business, 13(1), 24-29. Stuart, D., & Macpherson, D. A. (1997). Pensions and training. In-dustry Relations, 36(1), 81-96. Timothy, T. B., Richard, J. M., & Brian, T. L. (1991). The perils of participation of choice of training on trainee motivation and learning. Personnel Psychology, 44(1), 51-65. Tharenou, P. (2001). The relationship of training motivation to par-ticipation in training and development. Journal of Occupational and Organizational Psychology, 74(5), 599-621. Van Yperen, N. W., & Hagedoorn, M.
(2003). Do high job demands increase intrinsic motivation or fatigue or both?The role of job control and job social support. Academy of Management Jour-nal, 46(3), 330-348. Vroom, V. H. (1964). Work and motivation. New York: Wiley. Wallach, E. J. (1983). Individual and organizations: The cultural match. Training and Development, 37(2), 28-35. Weiss, D. J., Dawis, R.V., England, G. W., & Lofquist, L. H. (1967).
Manual for the Minnesota Satisfaction Questionnaire. Minne-sota studies in vocational rehabilitation, No.XXII. Minneapolis: Industrial Relations Center, University of Minnesota. Yukl, G. A. (1998). Leadership in organization(4th ed.). New Jersey: Prentice Hall Inc.
