探索員工自願學習行為之內因性動機之研究：交通事業與民營企業員工之比較分析

Abstract

員工的「自願學習行為」(voluntary learning behavior)是組織成長及國際化的主要動力之 一；然而，目前仍只有少數研究用以解釋為何員工願意於職場上產生自願學習行為，且僅限 於探討組織環境變數，以運輸組織為實證資料更是闕如。本研究提出一個理論模式用以探索 員工自願學習行為的內因性動機，以「工作依賴(work dependency)」為前因變數，「工作投入 (work involvement)」為中介變數，進一步建立與「自願學習行為」之間的假設關係：當工作 依賴越高時其工作投入程度也將越高，與自願學習行為間的正向關係亦越高。基於獨立我 (independent self) 與互依我 (interdependence self) 理論，工作依賴被重新定義為「個人-相關 他人」所共同構成的組合性多維構念，樣本將被區分為高度、低度、直接與間接四種不同類 型的工作依賴，其和工作投入和自願學習行為之間的正向關係程度也將有程度上的不同。人 口統計變數對模式的影響亦被納入考量。 本研究將使用問卷調查取得實證資料，以台灣鐵路管理局及民營企業員工為樣本，應用 聚類分析與結構方程模式對模式進行驗證。預期本研究之理論模式及實證研究結果，除可增 加現有理論對於員工自願學習行為的解釋外，實務面上亦可對組織提出相關建議用以促進員 工的自願學習行為。

The voluntary learning behavior of employees indicates the momentum of organizational growth and its tendency toward internationalization. Unfortunately, literature focusing on this issue is limited and only extrinsic variables have been considered. Empirical data from transportation organizational are unavailable, too. This study presents a model of intrinsic motivation as it pertains to voluntary learning behavior among employees. We argue that individuals are more likely to pursue voluntary learning activities when they have more acute work dependency. This relationship is mediated by the degree of involvement an employee feels toward his or her work. By drawing on the theory of independent self and interdependent self, we have redefined work dependency as a profile multidimensional construct (PMC). Work dependency is classified into four categories: high-dependency; low-dependency; direct-dependency; and indirect-dependency. Varying degrees of correlation among the four categories of work dependency, work involvement, and voluntary learning behavior are expected. Finally, in response to the findings from previous studies, demographic variables will also be included. Empirical data is to be collected by a survey of employees working in the Taiwan Railway Administration and private enterprise. Cluster analysis and structural equation modeling will be used to validate the proposed model and psychometric proprieties of instruments. Finally, the theoretical contribution and practical implications of this study will be discussed. It is our hope that the results of this study could provide valuable information regarding the voluntary learning behavior of employees and propose practical human resource strategies to organization.