工作鑲嵌對訓練學習動機之影響:工作沉浸與正向心理資本的中介作用

Abstract

本研究主要探討工作鑲嵌對訓練學習動機的影響，同時探討工作沉浸與正向心理資本在工作鑲嵌對訓練學習動機的影響中的中介效用。本研究採問卷調查的方式，以曾接受過教育訓練的在職者為調查對象，回收有效樣本為228份。研究結果發現工作鑲嵌程度愈高的員工，其訓練學習動機愈高；且員工工作鑲嵌程度愈高，越容易進入工作沉浸的狀態，而其正向心理資本愈高；工作鑲嵌亦能透過工作沉浸或正向心理資本的中介提高訓練學習動機。本研究將工作鑲嵌的研究拓展至預測員工接受教育訓練的學習動機，使工作鑲嵌不僅為留任員工的因素，當員工留任公司意願大時，進而能影響其學習與工作相關的技能與知識的動機，拓展了員工訓練學習動機前因。藉由本研究結果，期望企業的管理者能善用工作鑲嵌，影響員工的工作沉浸及正向心理資本，進而提升員工的訓練學習動機，使得公司教育訓練效能極大化，增加公司人才的競爭力。

The main purpose of this research is to investigate the influence of job embeddedness on motivation to learn and how the flow at work and positive psychological capital mediate the effect of job embeddedness on motivation to learn. This study used survey to collect data from 228 employees who had had training experiences previously. The empirical results showed that job embeddedness had a positive effect on employee’s motivation to learn; employee’s flow at work and positive psychological capital mediated the effect of job embeddedness on motivation to learn. This research extended the literature of job embeddedness by examining its influence on motivation to learn. It also extended the literature of job training by taking job embeddedness as an antecedent of motivation to learn. In addition to enhance employee retention, job embeddedness can stimulate employee’s motivation to learn. The results of this study show to managers that the good use of job embeddedness can increase employee’s flow at work and positive psychological capital, and accordingly enhance his or her motivation to learn, which will benefit the efficiency of training and lead to more organizational competitiveness.