本研究主要在探討不同的進修動機其人力資本提升效果之差異，並從計劃行為論的觀點說明二者與離職傾向之間的關係，最後探討員工對勞動市場吸引力與組織留任拉力知覺對人力資本與離職意圖之干擾效果。本研究針對北、中、南各大專院校在職專班學生，以便利抽樣方式，共發出1721份問卷，第一階段回收1004份有效樣本，6個月之後再針對第一階段有效回收樣本進行資料收集，於第二階段再取得有效樣本603份。研究結果發現不同的進修動機對於人力資本提升的效果上具有不同程度的顯著影響力；其次，本研究結果發現，透過進修而人力資本提升之員工，組織若展開留任措施，會選擇轉任其他單位以使新增的人力資本獲得最大效用；另一方面因進修而提升人力資本的員工知覺外部機會之吸引力高時，則其傾向選擇離開現有組織。

This research looks at the effects of changes in various kinds of motivation for further study on increases in human capital. On the basis of planned behavior theory, it also examines how both motivation for further study and human capital influence an employee's intention to leave his job. Finally, it also discusses the moderating effects of external labor market opportunity and organization retention practices on the relationship between human capital and intention to leave. At Stage 1 of this longitudinal study 1721 questionnaires were sent out and 1004 valid returns were received. At Stage 2, six months later, a further questionnaire was sent out to the original respondents and 603 valid returns were received. The results show that different motivations for further study have significant and varied effects on increases in human capital. They also show that employees choose to transfer to another unit in order to take advantage of their increased human capital while their organization tries hard to retain them. Where external labor market opportunity is high, employees with increased human capital opt to leave their current organization.

第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 1
第三節 研究目的 3
第二章 理論背景與研究假說 4
第一節 成人進修動機與人力資本 4
第二節 人力資本與員工離職行為 6
第三節 外部機會在人力資本與離職行為關係中的干擾效果 8
第四節 組織留任措施在人力資本與離職行為關係中的干擾效果 9
第三章 研究設計 12
第一節 研究架構 12
第二節 樣本來源及資料收集過程 12
第三節 研究變數與衡量工具 13
第四節 量表之確認性因素分析 14
第四章 結果分析 16
第一節 樣本結構分析 16
第二節 各變數之相關係數 16
第三節 線性結構分析及假說驗證 16
第五章 結果討論 21
第一節 進修動機、人力資本與離職意圖之關係 21
第二節 組織留任措施與外部吸引力對於離職選擇之干擾效果 22
第三節 研究限制與建議 23
參考文獻 ……………………………………………………………….25
附錄 第一階段與第二階段問卷 32

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