自我導向學習、工作壓力與工作滿意度之研究

A Study of Self-directed Learning, Job Stress, and Job Satisfaction of First-line Managers

本研究旨探討基層管理人員之自我導向學習、工作壓力與工作滿意度等變項之間的差異與相關情形。研究量表包括個人背景基本資料、自我導向學習、工作壓力與工作滿意度等四個部分。依據研究假說模式，採用問卷調查的方式來蒐集資料，以位於新竹科學園區某半導體晶圓代工廠基層管理人員作為主要研究對象，並利用Google表單設計問卷，並利用電子通訊軟體(line或FB Messenger)等方式傳送問卷連結，問卷發放期間為2021年03月01日到2021年03月31日，總共回收有效問卷122份。得到以下結論：管理人才青黃不接;企業面臨人才斷層;基層管理者自我導向學習的意願和動力極高且良好;個人背景不是學習的障礙，不付諸行動才是絆腳石;瞭解管理授權，管理事務事半功倍;管理者的限制從來不是畢業科系和專業，而是態度和能力;視管理者為重要資產，既使壓力大，卻讓員工感到暖心。

This study is to explore the differences and relevance among self-directed learning, job stress, and job satisfaction of first line managers. The research scales included; basic personal background information, self-directed learning, job stress, and job satisfaction. The questionnaire survey was adopted to collect data, with first-line managers from a semiconductor wafer foundry at the Hsinchu Science Park, Google Forms was used to design the questionnaire; electronic communication software (line or FB Messenger) were employed to send questionnaire links. The questionnaire distribution period was from March 1, 2021 to March 31, 2021. A total of 122 effective questionnaire copies were received. The research results are as follows: First-line managers’shortage and talent gap impact industry.；The first-line managers show excellent willingness and motivation towards self-directed learning.；Personal background is not a hindrance to learning, not taking action is the obstacle.；Understanding and clarify management authorization will improve efficiency；The degree or expertise is not a limitation for managers but their attitude and competency；Managers are treated as valuable assets, they will feel comfortable working under the job stress.