本研究旨在探討台北縣國民中學校長工作價值觀與學校效能之現況及其關聯性，根據上述研究目的建構本研究架構，以問卷調查與訪談法進行研究，綜合研究結果提出結論與建議，期能提供初任校長、續任校長及有意參加候用校長甄試的參考。 本研究以全縣75所國民中學校長為「校長工作價值觀量表」的施測對像；而「學校效能調查問卷」施測對像包括校長，主任、組長、教師，共取得有效樣本「校長工作價值觀量表」75份、「學校效能調查問卷」832份，並據此以SPSS和LISREL進行資料分析，以平均數、標準差、t考驗、單因子變異數分析、積差相關、逐步多元迴歸等統計方法獲致以下結論： 一、台北縣國民中學校長目的性工作價值最符合「教育理想」；而工具性工作價值最重視「人文涵養」。 二、台北縣國民中學校長工作價值觀不因人口、環境變項而有顯著差異。 三、台北縣國民中學學校效能會因人口、環境變項不同而有顯著差異。 四、學校效能會因校長工作價值觀程度不同而異，高程度的校長工作價值觀其學校效能也較高。 五、校長工作價值觀與整體學校效能具有正相關；與學校效能除了「教師教學表現」之外的其他層面皆達顯著正相關。 六、校長工作價值觀的「成長卓越」層面與學校效能「教師教學表現」呈現負相關。 七、校長工作價值觀的「成長卓越」及「人文涵養」層面對學校效能具有預測作用。 根據上述結論，本研究分別對初任校長、續任校長及後續研究提出建議。 / The purpose of the research is aimed at the current situation and relations between the principal's work value and the school effectiveness in junior high school in Taipei. According to the purpose of the research mentioned、the framework is build up. By means of questionnaire surveys and interviews、the research proposes a conclusion and suggestions for the reference to those principals who are newly appointed、reappointed or those who intend to be. The survey of the principal's work value inventory is targeted for the 75 junior high school principals in Taipei County、and the school effectiveness questionnaire survey includes principals、deans、directors、and teachers. There were 75 effective samples obtained in the principal's work value inventory and 832 in the school effectiveness questionnaire survey. Based on SPSS and LISREL、the research is analyzed by means of average、standard deviations、t-test、one-way ANOVA、product-moment correlation、and multiple stepwise regression analysis、and so concludes its findings as follow: 1. The work value of purposes accords most closely with the ideal education for the junior high school principal in Taipei County. And the work value of tools puts most emphasis on human cultivation. 2. The principal's work value in junior high school in Taipei County is hardly differentiated by the varied caused of environment and individual variables. 3. The school effectiveness in junior high school in Taipei County is differentiated by the varied caused of environment and individual variables. 4. The school effectiveness will vary as a result of the concept of the principal's work value. The higher the concept of the principal's work value、the better the school effectiveness. 5. There presents significant positive correlation between the principal's work value and the whole school effectiveness、except for a less positive correlation in the teacher's teaching performance 6. There presents negative correlation between the remarkable growth level of the principal's work value and the teacher's teaching performance of the school effectiveness. 7. The remarkable growth level and the human cultivation level of the principal's work value make prediction of the school effectiveness. Accordingly、the research proposes possible suggestions for the newly appointed principal、the reappointed principal and those who intend to be principals as well as the research afterwards.

摘 要 本研究係以海事職業學校學生為研究對象，探討海事職校學生工作價值觀、成就動機與生涯發展之關係，本研究之目的為： 一、探討海事職校學生生涯發展狀況。 二、探討海事職校學生工作價值觀的差異情形。 三、探討海事職校學生成就動機的差異情形。 四、探討海事職校學生工作價值觀與生涯發展的相關性。 五、探討海事職校學生成就動機與生涯發展的相關性。 受測者為基隆海事職校學生，所得有效樣本計430人，採問卷調查法進行資料蒐集。問卷內容包括四部分：第一部份為工作價值觀量表，第二部份為成就動機量表，第三部份為生涯發展量表，第四部份為個人基本資料。並以描述統計、t考驗、單因子變異數分析及皮爾森積差相關之統計方法對各研究假設加以驗證。 依據相關文獻探討與問卷調查資料分析結果，獲得下列發現： 一、不同性別之海事職校學生，其工作價值觀有顯著差異。不同年級、畢業後生涯選擇、家中排行、家長社經地位之海事職校學生在工作價值觀上無顯著的差異。 二、不同個人背景變項之海事職校學生，其成就動機無顯著差異。 三、不同年級、畢業後不同生涯選擇之海事職校學生，其生涯發展有顯著差異。不同性別、家中排行、家長社經地位之海事職校學生，其生涯發展無顯著差異。 四、海事職校學生之工作價值觀與生涯發展有顯著正相關。 五、海事職校學生之成就動機與生涯發展有顯著正相關。 最後依據研究結果發現，作進一步討論與建議，以供實務及未來研究之參考。 / Abstract This research is to explore the correlation among work values, achievement motives and career development of maritime vocational high school students. The goals of this research includes: I. Exploring the differences about maritime vocational high school students’ career development; II. Exploring the differences about maritime vocational high school students’ work values; III. Exploring the differences about maritime vocational high school students’ achievement motives; IV. Inspecting the connection between maritime vocational high school students’ work values and career development; V. Inspecting the connection between maritime vocational high school students’ achievement motives and career development. In this search, a questionnaire has been applied to carrying out the empirical verification. The valid samples total 430, which are performed by the students of Keelung maritime vocational high school. The questionnaire includes four parts: work values scale, achievement motives scale, career development scale, and personal backgrounds of the students. In addition, the researcher uses Descriptive Statistics, t-Test, One-Way ANOVA, and Person Product-Moment Correlations to analyze the data. Based on the analysis of relevant literature and questionnaire collected, this research shows that: 1. Sexes will influence the discrimination of work values, but grades, career-choices, birth ranks, and parents’ socioeconomic statuses won’t. 2. The personal backgrounds will not influence the differences of achievement motives. 3. Grades and career-choices after graduation will influence career development, but sexes, birth ranks and parents’ socioeconomic statuses won’t. 4. There is a positive correlation between work values and career development. 5. There is a positive correlation between achievement motives and career development. At last, discussions and comments are provided to practicers and further researches concerning related subjects.

本研究旨在瞭解高級中學教師工作價值觀與教師專業發展之指標、內涵與現況，探討其關係，進而建構預測分析的模式，再依研究結果提出建議。 首先進行文獻探討，作為架構研究的理論基礎，並建構調查問卷的內容，接著在北區八縣市(基隆市、臺北市、台北縣、桃園縣、新竹市、新竹縣、宜蘭縣及花蓮縣)發出調查問卷500份以分析現況。最後，依據研究結果進行討論與結論建議。研究主要發現如下： 一、高級中學教師工作價值觀與教師專業發展的指標、內涵與現況 (一)教師工作價值觀包括自我實現、自我肯定、自我創新及自我成長四個向度，其整體、分向度得分均為中高程度，其中以自我成長的得分最高。 (二)教師專業發展包括專業精神、專業能力和專業知識三個向度，其整體、分向度的得分，除專業精神分向度為高程度外，其餘皆為中高程度。 二、不同背景變項在教師工作價值觀與教師專業發展之差異情形 (一)不同背景變項在教師工作價值觀的得分方面：研究發現在性別、年齡、服務年資、現任職務等方面有顯著差異，但在最高學歷、學校規模、學校類型上則無顯著差異。 (二)不同背景變項在教師專業發展的得分方面：研究發現在年齡、服務年資等方面有顯著差異，但在性別、現任職務、最高學歷、學校規模、學校類型上則無顯著差異。 三、教師工作價值觀與教師專業發展的相關情形 整體教師工作價值觀與整體教師專業發展間呈現中度正相關，教師專業發展各分向度中，以專業精神與教師工作價值觀的相關程度最高。 四、教師工作價值觀各向度對教師專業發展的預測情形 教師工作價值觀之自我實現、自我創新及自我成長三向度對整體教師專業發展的聯合預測力最佳。 / The main purpose of this study was to investigate work values and professional development of high school teachers.The study included literature analysis and survey method with a questionnaire.The purpose of literature was aimed to explore teachers’ work values and teacher professional development.Questionnaire of survey based on researches about work values or teacher professional development. The subjects of the questionnaire included teachers of high school in Keelung City,Taipei City,Taipei County,Taoyuan County,Hsinchu City,Hsinchu County,Yilan County,Hualien County. Data were analyzed 363 sampling subjects by description statistics,t-test, correlation,ANOVA and multiple regression.Some results as follows: A.In the aspect of teachers’ work values: 1. Teachers’ work values included four parts (1)self-realization,(2)self-affirmation, (3)self-innovation,(4)self-growth.The perception of teachers were above average agreement of the four parts.The best dimension is self-growth. 2.Gender,age,years of service and currant position have significant influences on teachers’ work values.But the highest educational degree,school size and school type do not have any significant influences. B. In the aspect of teacher professional development: 1.The tescher professional development included three parts (1)professional spirit,(2) professional ability,(3) professional knowledge. The perception of teachers were above average agreement of the three parts.The best dimension is professional spirit. 2. Age and years of service have significant influences on tescher professional development.But gender,currant position ,the highest educational degree,school size and school type do not have any significant influences. C. In the aspect of relationship among teacher’ work values and professional development: 1.There are positive correlation and regression existed among teacher’ work values and professional development. 2. Teacher’ work values can promote teacher professional development. Finally,the researcher proposes some suggessions for the educational authorities, principal and teachers of high school and future researchers.Hope to benefit the further study in the future.

近年來由於醫療技術之進步、環境和衛生條件之改善等因素，我國中高齡人口所占比重逐年增加，再加上少子化因素，除導致我國生育率逐年下降外，亦造成我國幼年人口逐漸減少，爰此，未來我國勞動市場將可能缺少年輕勞動力，而出現以中高齡人口為主要勞動力供給族群之現象，此現象也將對於我國未來社會結構與經濟發展等各方面產生重大影響。根據行政院主計處之統計，99年台灣地區中高齡民間人口為6,133千人，中高齡勞動力人口有3,699千人，數據顯示，99年我國「中高齡民間人口」與「中高齡勞動力人口」都較五年前增加。 據上，未來中高齡勞動力人口將是不容忽視之族群，因此，對於該族群求職傾向之瞭解，將有助於培養與開發該族群之勞動力發展。本研究係以中高齡勞工工作價值觀與求職傾向為探討主題，希望藉此了解中高齡勞工工作價值觀與求職傾向之相關聯性。本文運用文獻資料之彙整與探討作為研究依據，後續並以問卷調查方式進一步統計我國目前中高齡勞工再就業求職傾向與情勢等。問卷回收後除以描述性統計分析外，並以T檢定分析與單因子變異數分析我國中高齡勞工在不同「個人背景變項」屬性下對於「工作價值觀」及「未來就業傾向」間是否有顯著差異情形。達顯著標準者再以薛費檢定，進行事後檢驗，用以了解各組間的差異情形。另外，本研究再以迴歸分析方式探討我國中高齡勞工之工作價值觀對未來求職傾向之差異情形。 最後，本研究分別對政府、企業雇主與中高齡勞工提出下列建議： 一、依中高齡勞工不同教育程度，開創與提供相關職業訓練課程 (政府)。 二、依中高齡勞工不同年齡層建立合宜之獎勵僱用措施(政府)。 三、建立中高齡人力銀行資料庫(政府)。 四、勞動相關法規之調整與鬆綁(政府)。 五、依中高齡勞工之不同教育程度，提供與實施調職職業訓練課程以延後退 休年齡(雇主)。 六、調整工作型態與職務再設計(雇主)。 七、不斷充實自我學習新技能、多方嘗試不同性質工作與多方吸收求職資訊 (中高齡勞工)。

本研究旨在探討學校職員工作價值觀與組織公民行為的現況與相關情形，採問卷調查法，以國立臺灣大學職員為對象，蒐集有效問卷共達420份，所得資料以SPSS for Windows 16.0視窗版套裝軟體統計分析，統計方法有描述性統計、獨立樣本t檢定、單因子變異數分析、皮爾森積差相關分析及多元逐步迴歸分析。研究結果如下： （一）學校職員的工作價值觀現況，以道德價值得分最高，其次依序為能力價值、自我成就價值、儒家文化價值、社會價值，得分最低為外在酬賞價值。職員的組織公民行為現況，以樂群最高，其次依序為敬業、熱忱、忠誠，得分最低為運動家精神。 （二）學校職員的工作價值觀與組織公民行為隨著個人背景變項之不同而有顯著差異。 （三）工作價值觀與組織公民行為及其構面間，有顯著的中低程度相關存在，個人內在的各種價值取向對於組織公民行為有正向的關聯性。 （四）工作價值觀對組織公民行為有互動影響，並具預測力。能力價值對熱忱、敬業、運動家精神、組織公民行為有較高預測力；道德價值對樂群有較高預測力；社會價值對忠誠有較高預測力。 / This thesis aims to explore the current status and correlation between working values and organizational citizenship behavior for school staff. A questionnaire survey was applied in this study, with 420 valid questionnaires collected from National Taiwan University. The SPSS 16.0 for Windows software package was employed for statistical analyses. The involved statistical methods include descriptive statistic analysis, t-test, one-way ANOVA, Pearson product-moment correlation analysis, and multiple stepwise regression analysis. The results of this study are as follows: 1. Among the working values of the school staff, moral gets the highest score, followed in descending order of score by capability, self-achievement, Confucianism, social values and external reward. While among organizational citizenship behavior of the school staff, gregariousness gets the highest score followed in descending order of score by professional dedication, zeal, loyalty and sportsmanship. 2. Working values and organizational citizenship behavior of the school staff vary significantly with their personal backgrounds. 3. There exists low-to-mid level correlation between working values and organizational citizenship behavior. There also exists positive correlation between personal value orientation and organizational citizenship behavior. 4. Interaction and predictability are observed between working values and organizational citizenship behavior. capability is more predictive to zeal, professional dedication, sportsmanship and organizational citizenship behavior; moral is more predictive to gregariousness; Social values are more predictive to loyalty.

本研究的主要目的有二，首先，探討新世代工作者與非新世代工作者在工作價值觀及期望的報酬類型上有何差異，其次，則進一步針對新世代工作者探討其個人與組織在工作價值觀上的契合程度以及對組織現行報酬狀況的滿意程度兩者與其組織承諾是否有關。 　　基本上，「新世代工作者」是新人類（於民國54年至64年間出生的一代）與新新人類（於民國64年以後出生的一代）中已在職者的合稱，而「非新世代工作者」則是泛指於民國54年以前出生的已在職者。參與本研究的受試為服務於大台北地區、且公司人數達百人以上之民營企業的新世代工作者230名與非新世代工作者160名，研究工具則包括「工作價值觀量表」、「期望報酬類型暨報酬滿意度量表」、「組織承諾量表」以及「個人基本資料」等四個量表。 　　研究結果發現：(一) 在目的性工作價值觀方面，新世代工作者較非新世代工作者重視內在酬賞，包括較重視工作是否符合個人興趣、能否帶來成就感與自我成長，而非新世代工作者則較新世代工作者重視集體利益，也就是較為重視工作在服務社會以及國家民族發展上的影響。 (二)在手段性工作價值觀方面，非新世代工作者普遍較新世代工作者重視能力與理智、寬容雅量以及尊重傳統等工作行為規範，且除了謹慎一項是新世代工作者較為重視外，其餘知恥、毅力、尊卑有序、寬容雅量、忠誠、謙虛、自我約束、尊重傳統以及節儉等均是非新世代工作者的重視程度高於新世代工作者。(三)在期望報酬類型方面，新世代工作者對直接財務性報酬與間接財務性報酬的重視(期望)程度高於非新世代工作者，且在40種不同的報酬類型中，非新世代工作者除了在「提供助手，協助處理工作上的事務」一項上的需要程度高於新世代工作者外，其餘在加薪、協助進行生涯規劃、充裕的工作經費、可以選擇自己感興趣的工作、短期績效工作獎金、提供進修與訓練機會、可自由的安排工作時間、各種補助津貼、提供國內(外)旅遊以及運動休閒設施等11項上，均是新世代工作者的需求程度較高。(四) 整體而言，新世代工作者個人與組織在工作價值觀上的契合程度、對組織現行報酬狀況的滿意程度分別與組織承諾間存有正相關，且其在內在非財務性報酬、直接財務性報酬上的滿意與否，以及在內在酬賞上的契合程度是預測其組織承諾時的重要變項。 　　最後，本研究根據研究所得的結果，討論研究結果的意義並對企業界、新世代工作者與後續研究提出一些建議。

摘 要 成功的人力資源管理策略，方能有效提昇組織效能，而組織能否「得才」，為組織效力，更是影響組織成功與否之關鍵。組織投注大量資源培育人才，冀望成員對組織忠誠及有所貢獻，是以個人與組織的適配性，對組織及個人生涯發展而言，具有密不可分之重要性。 人力晉用與教育訓練功能整合，對於「警政再造方案」具關鍵性影響力，本研究以臺灣警察專科學校專科警員班第23期正期組行政警察科，及93年基層行政警察特考班學生為研究對象，探討學生人格特質、工作價值觀與組織認同之相關性，透過問卷調查蒐集資料，取得有效樣本937份，利用獨立樣本t檢定、單因子變異數、卡方檢定、皮爾森相關係數及迴歸分析等統計方法，分析結果發現： 一、在人格特質方面：55%學生人格特質較多傾向於內控型。 二、工作價值觀及組織認同之知覺情形 (一)社會地位：53%覺得警察工作是受社會大眾尊重，有良好的聲譽與地位。 (二)利他：79%認為警察工作是深具利他價值的，可以服務人群，伸張正義、濟弱扶傾，可為社會做些有意義的事， (三)安全：79%對於警察工作的安全性深感擔心，顯示學生個人及家人對於其從事警察工作之身體安全均感到擔憂。 (四)休閒：僅有46%覺得從事警察工作可以有自己的假期，安排休閒活動與陪伴家人，可見警察工作之休閒價值普遍偏低。 (五)自我實現：62%覺得從事警察工作得以發揮自我的能力與抱負。 (六)經濟：78%覺得警察工作的待遇，符合其經濟需求，對於警察工作的薪資待遇，普遍感到滿意。 (七)升遷：約有69%滿足於警(隊)員的職務，顯示出「升遷」對將近七成的學生之工作價值觀而言，並非首要追求目標。 (八)組織認同：70%對警察組織感到認同。 經統計77%以上學生表示服務期滿仍願留任警職；畢業分發意願以專業警 察單位最高佔33.1%，其次為警察局或分局的內勤單位佔30.3%。 三、各項檢定結果分析 (一)在人格特質方面：僅「有無親屬任職警界」在人格特質上，有顯著差異情形存在。 (二)在工作價值觀方面：「班期」、「役別」、「年齡」、「入校前教育程度」、「有無親屬任職警界」及「任職警界親屬人數」之不同，在工作價值觀上，有顯著差異情形存在。 (三)在組織認同方面：「班期」、「役別」、「年齡」、「有無親屬任職警界」，在組織認同程度上，有顯著差異情形存在。 (四)對於各變項之相關分析，「人格特質」及「工作價值觀」與「組織認同」均有顯著相關，人格特質與工作價值觀，亦有顯著相關。 (五)學生服務期滿後之留任意願與個人基本屬性之「班期」、「役別」、「年齡」、「入校前的教育程度」、「親屬任職警界」、「父親職業」，有關聯性存在。 (六)學生分發意願與個人基本屬性之「性別」、「役別」、「親屬任職警界人數」、「父親職業」，有關聯性存在。 四、組織認同的預測力 對於整體學生、正期組學生、基層特考班、男性學生而言，均以「自我實現」預測力最佳，「利他」及「社會地位」次之，對女性學生則以「利他」預測力最佳，「社會地位」次之。 關鍵詞：臺灣警察專科學校、專科警員班正期組、基層特考班、 內外控人格特質、工作價值觀、組織認同。 / Abstract A successful management strategy of human resource can usually result in a great increase in the efficiency and effectiveness of an organization. But more often than not, the key factor that directly leads to its success is whether the organization can gain the necessary “brain”. Thus, the good fitness between the organization and its members, are vital to the development of the organization and its members’ careers. Recruit the manpower and the integration between the function of education and training are influentially important to police reform program. This study that bases on 937 valid samples from the survey of the 23rd phase Junior Police Officer of Administration Police Department of Taiwan Police College and 2004 Junior Special Examination for Police Officer are aiming to discuss the relativity of personalities, work values and Organizational Commitment. Through t-test, One Way ANOVA, Chi Square, Pearson's Contingency Coefficient and Regression Analysis, etc. the results of this study are as follows: 1. Personalities：55% of the samples are internal control. 2. Work values and Organizational Commitment a. Social status：53% of the students think policeman is publicly respected and reputable b. Altruism：79% think that they are altruism, Being a policeman could serve people, righteous and is meaningful to the society. c. Safety：79% feel insecure about the safety of being a policeman, which shows the surveyed students and their families are all worried about the safety of being a policeman. d. Recreation：Only 46% think policemen can have their own vacation, recreational activities and time with their family, which shows the value for leisure of policemen is low. e. Self-fulfillment：62% think being a policeman can achieve their goals in life. f. Financial need：78% think what they earn can afford what they need. They show average satisfaction for their salary. g. Promotion chance：69% feel contented to be a policeman. Getting promoted is not a main pursuit in their work value. h. Organizational Commitment：70% identify with the police organization. In the survey, more than 77% are willing to continue their job after they have finished their compulsory term. According to the intention of dispatch program after graduation, the professional police units is account for 33.1 %，the rate of regular office units of police bureau or station is 30.3%。 3. The test results: a. Personality: Only “whether or not relatives work for the police” makes an obvious difference. b. Work values: “classes”, “service term”, ”age”, “the education before getting into the Taiwan Police College Student”, “whether or not relatives work for the police” and “the number of relatives who work for the police” cause differences in this aspect. c. Organizational Commitment: “classes”, “service term”, ”age”, and “whether or not relatives work for the police” and “How many relatives works for the police” cause differences in this aspect. d. To analyze the correlation among different variables, we find that personalities, work values, and Organizational Commitment are significantly different at α=.05 level. so are the personalities and work values. e. The willingness to continue their job after tenure is over is relative to “classes”, “service term”, ”age”, “the education before getting into the Taiwan Police College Students”, “whether or not relatives work for the police” and “their father’s occupation” f. The desired work is relative to class”, “service term”, ”age”, “the education before getting into the Taiwan Police College Students”, “the number of relatives who work for the police” and “their father’s occupation” 4. Predictability of Organizational Commitment To either all the tested students, Junior College Classes, Junior Special Examination for Police Officer, or male students, the predictability of self-fulfillment works best. Next come altruism and social status. The predictability of altruism works best to female students and then the social status.

人之性格與行為到底是由與生俱來的先天因素（nature）抑或環境行為等後天因素（nurture）決定呢？這方面的爭議是心理學家數十年來的興趣。然而，近十年中工業與組織心理學家才開始注意到，工作滿意與工作價值觀之氣質（disposition）源起與影響程度。本研究之目的，即在探討「五大人格特質」、「工作價值觀」、「工作滿意」三者間的關係。 本研究所使用的樣本乃為台灣之某一國營企業員工，有效樣本共568位。研究結果發現：五大人格特質與工作滿意是有所關係的，其中嚴謹自律性、外傾支配性、和善性分別對工作滿意具有預測力。五大人格特質對於內在滿意的影響則高於外在滿意；此外，研究者亦提出實徵數據佐證五大人格特質是可以有效地預測工作價值觀，解釋量約為45%；而且工作價值觀也會影響工作滿意且關係密切，與西方或是東方之台灣與韓國的研究相當一致。最重要的是本研究也發現工作價值觀(之工作目的性價值觀與工作手段價值觀均)為五大人格中之嚴謹自律性與內在滿意以及外向性與一般滿意之中介變項。此外，工作手段價值觀僅為五大人格中之和善性與一般滿意之中介變項。 綜合本研究結果與發現，研究者指出本研究之限制與未來研究方向，嘗試整合工作滿意之人格氣質緣起的架構並建立模式。以供工業與組織心理學家以及組織行為學者作為參考。 關鍵字：五大人格特質、工作價值觀、工作滿意、中介變項、氣質 / For decades, the debate over the issue of whether personalities and behaviors of human beings are determined by Nature or Nurture has been one of the major research interests of psychologists. However, it was not until the past ten years that industrial/organizational psychologists started to notice the dispositional sources of and their effects on job satisfaction and work values. In line with this trend, the present study aimed to investigate the relationships between the Five Factor Model of Personality (FFM, also known as the Big Five), work values, and job satisfaction. The study sampled 568 employees from one of the state-operated enterprises in Taiwan, and the Big Five was found to be related to job satisfaction, which could be predicted by Conscientiousness, Extraversion, and Agreeableness, respectively. The influence of the Big Five over intrinsic satisfaction was higher than that over extrinsic satisfaction. In addition, the researcher provided empirical data to substantiate the notion that the Big Five could predict work values effectively, accounting for 45% of the variance. The finding of a strong association between work values and job satisfaction was consistent not only with other research results obtained from eastern countries such as Taiwan and Korea, but also with those obtained in the West. Most important of all, terminal and instrumental work values were found to be the mediator between Conscientiousness and intrinsic satisfaction, as well as that between Extraversion and general satisfaction. However, only terminal work values served as the mediator between Agreeableness and general satisfaction. Summing up the results and discoveries of the present study, the limitations of it were pointed out, and directions for further investigation were suggested. Trying to construct a model by integrating the dispositional sources of job satisfaction and work values into a framework, the researcher wished to provide a footstone of future research for other industrial/organizational psychologists as well as organizational behaviorists. Keywords：Five Factor Model of Personality；FFM；Big Five；disposition；work values；job satisfaction；mediator

本研究旨在探討國民小學教師美育教學、創造人格特質、美感經驗、美感 活動、工作價值觀的實際情形，其次也探討教師背景變項、美感經驗、美 感活動、工作價值觀與美育教學的關係。本研究以台北市與台灣省國教研 習會之國小教師 612人為樣本，以美育教學量表、創造人格特質量表、美 感經驗量表、美感活動量表、工作價值觀量表為工具進行研究，以因素分 析、積差相關、信度分析、ｔ考驗、變異數分析及典型相關等統計方法， 進行分析，所得結果如下： (一)就美育教學的得分情形而言，在美育教 學的實施方面並不理想，介於「稍微做到」與「大致做到」間，就創造人 格特質而言，與國內外相關研究常模比較為低，就美感經驗而言，分數集 中在較高分部份，顯示教師美感經驗尚佳，就美感活動而言，平均數較低 ，分數又多集中在較低分部份，顯示教師的美感活動量少，就工作價值觀 而言，其平均數高，分數集中在較高分部份，顯示教師工作價值觀高。 (二)在背景變項中，不同性別、學校規模在美育教學上並無顯著的差異存 在，其餘皆有顯著的差異存在。其中最有意義的是任教後有無再學習藝術 的經驗，曾再學習者在美育教學上明顯地高於未曾再學習者。 (三)創造 性人格特質與美育教學呈顯著正相關；而「聰慧能幹」得分與「美育目標 」、「美育原則」、「美育活動」、「美育課程」美育評量」、「美育配 合措施」皆有典型相關。 (四)教師美感經驗與美育教學呈顯著正相關； 「音樂藝術」、「造型藝術」、「環境美感」、「規劃製作」的得分與「 美育目標」、「美育原則」、「美育活動」、「美育課程」、「美育評量 」、「美育配合措施」有典型相關存在。 (五)教師美感活動與美育教學 呈顯著正相關；「視覺藝術」、「文學藝術」得分與「美育目標」、「美 育原則」、「美育活動」、「美育課程」、「美育評量」、及「美育配合 措施」皆有典型相關。 (六)教師工作價值觀與美育教學呈顯著正相關； 其得分低中高組在美育教學上皆有顯著的差異。「美感創意」、「成就權 力」、「同事環境」、「利他主義」之得分與「美育目標」、「美育原則 」、「美育活動」、「美育課程」、「美育評量」、「美育配合措施」皆 有典型相關。 (七)就教師創造性人格特質、美感經驗、美感活動、工作 價值觀各因素與美育教學各因素的典型相關而言，「美感創意」、「成就 權力」、「同事環境」、「利他主義」得分與「美育目標」、「美育原則 」、「美育活動」、「美育課程」、「美育評量」、「美育配合措施」有 典型相關

本研究旨在探討校長工作價值觀、重要他人支持、自我效能感對其工作選擇的影響情形，探討不同重要變項理論內涵、現況與變項之間關係，進而建構及驗證其互動模式，並依研究結果提出建議。 本研究先進行文獻探討，作為架構研究的理論基礎，並以100名校長為預試樣本，分析預試結果以形成正式問卷，再以404名之校長為正式問卷施測樣本，問卷回收整理後分別以描述統計、t考驗、相關分析、變異數分析、多元逐步迴歸分析及線性結構模式分析探討；之後，根據調查結果研擬訪談題綱，實地訪談10名現職校長以瞭解造成差異的原因。本研究之主要研究發現如下： 一、國民中小學校長在工作價值觀、重要他人支持、自我效能感與工作選擇的得分現況屬於中高程度。 二、擔任校長的年資、性別、學校區域等背景變項，在校長工作價值觀量表的得分有差異情形存在。 三、學校類別、總服務年資、擔任校長的年資、性別、學校區域等背景變項，在重要他人支持量表的得分有差異情形存在。 四、總服務年資、擔任校長的年資、性別、學校區域等背景變項，在校長自我效能感量表的得分有差異情形存在。 五、學校類別、擔任校長的年資、性別、學校區域等背景變項，在校長工作選擇量表的得分有差異情形存在。 六、工作價值觀、重要他人支持、自我效能感與校長工作選擇具高度相關。 七、工作價值觀、重要他人支持、自我效能感對校長工作選擇有顯著預測力。 八、工作價值觀、重要他人支持、自我效能感對校長工作選擇有顯著影響力。 九、校長自我效能感對其工作選擇的影響力最大，重要他人支持次之，工作價值觀的影響力最小。 最後，根據研究結果提出相關建議，以供教育行政機關、校長培育中心、現職校長以及未來研究之參考。 / The purpose of this study was to investigate the impact of work values, significant other’s support, and self-efficacy for principal’s job choice. The study included literature analysis, questionnaire survey, and interview. The purpose of literature analysis was aimed to explore the relationship of work values, significant other support, self-efficacy, and job choice. The pilot study was included 100 subjects. The sample was included 404 principals. The data was analyzed by descriptive statistics, t-test, correlation, ANOVA, multiple regression and LISREL model. The interview was conducted according to the analyzed results. The major findings were: 1.The principal’s scores on work value, significant other’s support, self-efficacy and job choice were moderately high. 2.Years of principalship, gender, and districts could make significant differences on principal’s work values 3.The levels of schools, in-service years, years of principalship, gender, and districts could make differences on significant other’s support. 4.In-service years, years of principalship, gender, and districts could make differences on principal’s self-efficacy. 5.The level of schools, years of principalship, gender, and districts could make differences on principal’s job choice. 6.There was highly positive correlation among principal’s work values, significant other’s support, self-efficacy, and job choice 7.The principal’s job choice could be predicted by work values, significant other’s support, self-efficacy. 8.The principal’s job choice could be affected by work values, significant other’s support, self-efficacy. 9.Principal’s self-efficacy was the strongest indicator for job choice, significant other’s support was the second one, and work values were the smallest one. According to the results, suggestions for authorities of educational administration, School leadership academy, principal, and for further study were proposed.