| 摘要: | 本研究目的有三：一、探討背景變項對於青年正向智商、就業需求及就業意願之差異；二、探討青年正向智商、就業需求及就業意願之相關情形；三、探討青年正向智商、就業需求及就業意願之關聯。為達成前述目的，採用調查研究法，透過相關文獻探討後擬定問卷初稿，進行預試後依據因素分析及信度分析之結果，修改成為自編之青年正向智商、就業需求及就業意願研究問卷，問卷對象以15~29歲之青年進行正式調查，正式樣本為348份問卷，採用描述性統計、T檢定、單因子變異數分析、相關分析、階層迴歸分析等方法進行分析，得到結論如下：
一、年齡、教育程度、學歷專業領域、所在區域等背景對於青年正向智商、就業需求及就業意願具有差異。
二、青年正向智商之正向情緒作用越高，就業需求越高；就業需求越高，就業意願之專業承諾、自我效能及正向結果預期等就業意願越高。
三、青年就業需求對就業意願之專業承諾具有影響效果；正向智商之負向情緒的預測力達顯著，對就業意願之正向結果預期和負向結果預期具有影響效果。
本研究根據研究目的，經由資料分析，得到研究結論，而後提出下列相關建議，以期作為青年主動求職與教育、勞動力發展政策擬定參考及後續研究建議。
This study has three purposes: first, to explore for Youth Employment, Positive Intelligence Quotient difference background variables, Employment willingness of; two, to explore youth Youth Employment, Positive Intelligence Quotient, relevant circumstances Employment willingness of; three, to explore youth Youth Employment, Positive Intelligence Quotient, Employment willingness of the association. To achieve the above purpose, the use of survey research, develop draft questionnaire through the post to explore the relevant literature, the results of the analysis on the basis of pre-test and factors of reliability analysis, modifications become self Youth Employment of Youth, Positive Intelligence Quotient, Employment willingness research questionnaire questionnaire object 15 to 29 years old youth formal investigation, the official sample of 348 questionnaires, using descriptive statistics, T test, ANOVA analysis, correlation analysis, hierarchical regression analyzes were analyzed to obtain the following results:
A background, age, education level, academic area of expertise, location and other variables for Youth Employment, Positive Intelligence Quotient, Employment willingness have differences.
Second, the positive mood of the role of youth Positive Intelligence Quotient, the higher the demand for jobs; the higher the demand for jobs, higher Employment willingness of professional commitment, self-efficacy and outcome expectations and other forward employment aspirations.
Three, Youth Employment Employment willingness of professional commitment to have an impact on results; Negative Positive Intelligence Quotient up significantly to the predictive power of the emotions of Employment willingness of positive and negative results of the expected outcome is expected to have an impact on results. |
