基於鷹架理論的企業員工學習支援方式探討：促進員工自主學習及知識技能轉化的策略分析

Exploring Learning Support Strategies for Enterprise Employees Based on Scaffolding Theory: A Strategy Analysis for Promoting Employee Autonomous Learning and Knowledge and Skill Transfer

學習支援在企業管理中扮演著不可或缺的角色，特別是在面對迅速變動的市場環境時。透過提供學習支援，能夠協助員工不斷更新知識和技能，提升個人和企業的競爭力。而鷹架理論在企業員工學習中的應用，正是本研究的核心目標。透過探究鷹架理論在企業學習中的運用，我們能深入了解如何透過教師和學生之間的互動和支援，協助員工建立知識和技能，提高學習效能，同時促進員工對學習內容的深刻理解與應用。
本研究旨在探討鷹架理論在企業員工學習中的應用，以及企業學習支援方式對員工自主學習及知識技能轉化的影響，以及員工學習成效對組織績效的影響。研究以網路發放450份問卷，回收396份有效問卷。問卷回收後以PLS-SEM進行統計分析。
統計分析結果顯示，員工學習自主性對員工學習成效具有正向顯著影響，而學習支援方式對員工學習成效的影響可能並不明顯。此外，學習成效對組織績效具有正向顯著影響。因此，本研究的結果強調了員工學習自主性對學習成效的影響，以及學習成效對組織績效的重要性。企業在提供學習支援時需要進一步思考，以確保員工能夠獲得最大的學習效果。
本研究也發現，問卷回收率僅為88%。此外，研究樣本僅限於某企業員工，對於其他行業的員工學習效果及支援方式影響的研究仍需進一步探討。因此，未來研究可以嘗試提高問卷回收率，或利用其他方法進行資料收集，以及擴大研究樣本範圍，以增進研究結果的可靠性和泛用性。
總體而言，本研究的結果對企業在提供員工學習支援方案時具有重要的啟示。企業應該注重員工學習自主性的培養和提高，以確保學習效果的最大化。此外，企業應該進一步探索和實驗學習支援方式，以提高員工學習效果和知識技能轉化的效果，進而促進組織績效的提升。

Learning support plays an indispensable role in corporate management, especially in the face of rapidly changing market environments. By providing learning support, it assists employees in continuously updating their knowledge and skills, enhancing both individual and corporate competitiveness. The application of scaffolding theory in employee learning within organizations is the central focus of this study. Through exploring the utilization of scaffolding theory in corporate learning, we gain deeper insights into how interactions and support between teachers and students can aid employees in building knowledge and skills, enhancing learning effectiveness, and promoting a profound understanding and application of learning content.
The present study aims to investigate the application of Scaffolding Theory in employee learning within enterprises, the impact of organizational learning support strategies on employee autonomous learning and knowledge and skill transfer, and the effect of employee learning effectiveness on organizational performance. A total of 450 questionnaires were distributed online, yielding 396 valid responses. The collected data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM).
The results of the statistical analysis reveal that employee autonomy has a positive and significant impact on learning effectiveness. However, the impact of learning support strategies on learning effectiveness may not be as evident. Furthermore, learning effectiveness demonstrates a positive and significant influence on organizational performance. These findings underscore the importance of employee autonomy in achieving learning effectiveness and highlight the significance of learning effectiveness in organizational performance. Enterprises need to further consider their approaches to learning support to ensure employees attain maximum learning outcomes.
This study also notes that the questionnaire response rate was 88%. Additionally, the research sample was confined to employees of a specific enterprise, indicating the need for further investigation into the effects of learning effectiveness and support strategies on employees in other industries. Therefore, future research endeavors might focus on enhancing the questionnaire response rate and expanding the scope of the research sample to enhance the reliability and generalizability of the research findings.
Overall, the outcomes of this study offer valuable insights for enterprises in designing employee learning support programs. Organizations should prioritize cultivating and enhancing employee autonomy to optimize learning effectiveness. Furthermore, they should explore and experiment with diverse learning support strategies to augment employee learning effectiveness and the transfer of knowledge and skills, ultimately fostering improvements in organizational performance.