組織成員在工作職場上的持續學習與進修，是每一個組織不斷進步，和保持競爭力的必要行為。然而並非所有訓練皆有強制性，員工是否參與，端視其動機的強弱而定。如何讓員工能積極主動參與相關訓練課程，從中獲得與工作相關的知識、技能和態度，對組織而言，就顯得相當重要。儘管員工參與訓練行為的重要性已獲得肯定，但以理論作為基礎，加以系統性探討的訓練文獻，卻寥寥可數。
本研究以Ajzen的計劃行為理論為出發點，來探討公部門員工的教育訓練參與行為。研究的主要目的有三：第一、驗證計劃行為理論能否用來預測公部門員工的教育訓練參與行為；第二、探索哪些因素會直接或間接的影響他們的訓練參與意向和參與行為；第三、釐清組織支持知覺和過去訓練參與行為影響訓練參與意向，是否存在有中介變項的現象。在實證部分，本研究分別採用結構方程模式和階層迴歸分析兩種統計方法，針對蒐集自高雄市政府公務人員的1,108份有效問卷，來加以驗證計劃行為理論的適用性，與中介現象的存在與否。
研究結果發現：計劃行為理論能成功的用來解釋公務員的教育訓練參與行為；態度信念、主觀規範和行為控制知覺，對公務員訓練參與意向有顯著影響；而探討組織支持知覺和過去訓練參與行為影響訓練參與意向的路徑時，訓練參與態度、主觀規範和行為控制知覺只有部分中介作用。在學術貢獻上，本研究對計劃行為理論能否適用在公部門教育訓練參與行為加以驗證，得到肯定的答案。在管理意涵上，為了讓公部門員工能積極參與教育訓練活動，強調訓練所帶來的個人利益、爭取家人及同事支持和合理工作負擔安排，都能讓員工更有強烈動機參與教育訓練，並能對組織的績效帶來正面的效果。

Workplace learning is essential to the continuous improvement and competitiveness of organizations. Antecedent training conditions are crucial for training participation. Despite its recognized importance, few studies have proposed theory-based models for predicting the antecedents of training participation. The principal objective of this study was to test the theory of planned behavior (TPB) for predicting public sector training participation. The second aim was to elucidate the factors that influence, directly or indirectly, employee intentions to participate as well as training participation behavior. The third aim was to test the psychological mediators of past behavior and perceived organizational support on training participation intention of public sector.
A sample of 1,108 participants was analyzed by structural equation modeling and hierarchical regression analysis to assess path suitability and significance. The empirical results confirmed the applicability of theory of planned behavior for predicting training participation in the public sector. However, the relationship between past behavior/perceived organizational support and intention to participate was only partially mediated by the direct measures of the TPB.
This research adds to the extant training participation literature in several ways. First, it applies the TPB model to develop and examine the behavior and intention of participation in training, and the empirical studies conducted to date have not focused on this field. Second, it identifies several constructs and relationships that are new to this area. Third, this study demonstrates that TPB is a proper way to conceptualize the relevant training constructs. This study can help the public sector managers to encourage employees’ participation in training by improving the time availability and assigning current workload, strengthening social support from family members, co-workers and supervisors. Finally, research limitations and areas for future research are discussed.

論文審定書 I
論文授權書 II
論文提要 III
致謝詞 IV
中文摘要 V
Abstract VI
目錄 VII
表目錄 IX
圖目錄 X

第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 3
第三節 研究目的 6
第四節 研究流程 7
第二章 文獻探討 9
第一節 計劃行為理論 9
第二節 訓練參與相關文獻 12
第三節 計劃行為理論構念間的關係與研究假設 17
第四節 組織支持知覺與過去訓練參與行為 23
第三章 研究設計 32
第一節 研究架構 32
第二節 研究方法 34
第三節 問卷設計與預試 38
第四節 研究對象 46
第四章 公部門TPB訓練參與模式實證分析與討論 49
第一節 公部門TPB訓練參與模式之實證分析 49
第二節 公部門TPB訓練參與模式實證結果討論 57
第五章 公部門訓練參與TPB中介模式實證分析與討論 61
第一節 公部門訓練參與TPB中介模式之實證分析 61
第二節 公部門訓練參與TPB中介模式實證結果討論 67
第六章 結論與建議 71
第一節 結論 71
第二節 管理意涵 73
第三節 研究限制與未來研究方向 74
參考文獻 76

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