Please use this identifier to cite or link to this item: http://hdl.handle.net/11455/7822
標題: 國立大學圖書館成員對學習型組織知覺之調查研究
An Investigation of the Staff's Perception of Learning Organization in the National University Libraries
作者: 張瑤華
關鍵字: Learning Organization
學習型組織
University Library
大學圖書館
出版社: 圖書資訊學研究所
摘要: 本研究旨在瞭解國立大學圖書館學習型組織的發展現況,並進一步分析不同背景變項的國立大學圖書館成員對學習型組織知覺符合程度的差異情形,根據研究結果提出各項建議,以供國立大學圖書館在推動學習型組織時之參考。 為達上述目的,先以文獻分析法發展研究問卷架構,續以問卷調查法對國內27所國立大學圖書館成員進行分層隨機抽樣,共得有效問卷224份,所得資料主要透過平均數、標準差、t考驗、單因子變異數分析等統計方法進行分析。 根據研究結果發現:一、國立大學圖書館成員對學習型組織現況的知覺達到「有點符合」程度;二、國立大學圖書館成員以自我超越知覺的符合程度最高,而在建立共同願景知覺的程度最低;三、不同年齡的國立大學圖書館成員對學習型組織整體之知覺無顯著差異,在自我超越與團隊學習則有顯著差異;四、不同教育程度的國立大學圖書館成員對學習型組織整體之知覺無顯著差異,在建立共同願景上則有顯著差異;五、不同職務的國立大學圖書館成員對學習型組織整體的知覺無顯著差異,在系統思考則有顯著差異;六、不同工作部門之國立大學圖書館成員對學習型組織整體及各向度知覺的符合程度,除改善心智模式外,均有顯著差異;七、國立大學圖書館成員對學習型組織知覺的符合程度,並不因成員的性別或服務年資的不同而有顯著差異。 最後針對研究結果提出八點建議:一、培訓學習型組織的領導種子團隊;二、加強行政主管的領導能力;三、提供成員更多的學習機會並鼓勵接受繼續教育;四、分齡規劃不同的學習活動;五、確立圖書館的共同願景與發展目標;六、重新檢視原有的組織設計與人力規劃;七、實施部門間的工作輪調;八、建立團隊合作的工作關係。
The study is aimed to further learning activities by dwelling on three consecutive research topics: Firstly, to understand the recent developments of learning organization in national university libraries. Secondly, to identify different perceptions on learning organization among the staff in national university libraries by analyzing various background variables. Lastly, to offer suggestions for future development on learning organization. To achieve these goals, questionnaires were designed with the literature analysis method and sent to the staff in twenty-seven national university libraries by stratified random sampling. After collecting 224 valid pieces, the data were analyzed by descriptive statistics, Students' t-test, one-way ANOVA and Scheffe's posterior comparison. The research yielded the following findings: (1)The perception of learning organization of the national university library staff is somewhat on the average. (2)The perception of personal mastery ranks the highest on the scale; on the contrary, the perception of building shared vision is the lowest. (3)As for the influence of age, there is no significant difference in full dimension; the factor of age has influence on the personal mastery and team learning. (4)As for the influence of education, there is no significant difference in full dimension; the factor of education has influence on the perception of building shared vision. (5)As for the influence of job position, there is no significant differences in full dimension; the factor of job position has influence on the perception of system thinking. (6)There is a significant difference for every dimensional and full perception of learning organization among different administrative departments in the national university libraries, except in improving mental models. (7) The gender and the working experience does not affect the staff's perception of learning organization. Finally the author offered suggestions as follows: (1)To cultivate seed teams of administrators for learning organization. (2)To enhance the ability of administrators in leadership. (3)To provide more opportunities of learning and encourage staff to take continuing education courses. (4)To design various learning activities for different age groups. (5)To build shared visions and goals of the library. (6)To re-exam the current organizational structure and manpower distribution. (7)To implement job rotation. (8)To establish teamwork relationship.
URI: http://hdl.handle.net/11455/7822
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