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研究生：	賈亞圖 Abdoulie O. Jallow
論文名稱：	動機因素評估影響甘比亞國民教育及技職訓練人員雇主貢獻度之研究 Assessment of Motivational Factors influencing Employer Contribution to the National Education and Technical Training Levy in the Gambia
指導教授：	蔡錫濤 Tsai, Shir-Tau
學位類別：	碩士 Master
系所名稱：	國際人力資源發展研究所 Graduate Institute of International Human Resource Developmemt
論文出版年：	2009
畢業學年度：	97
語文別：	英文
論文頁數：	139
中文關鍵詞：	技能訓練與發展、國家訓練權力、訓練徵求、私部門、公部門、雇主貢獻及動機因素
英文關鍵詞：	skills training and development, national training authorities, training levies, private sector, public sector, employer contribution and motivational factors
論文種類：	學術論文
相關次數：	點閱：227 下載：1
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ABSTRACT
Reforms to Technical Vocational Education and Training (TVET) have been widespread in Sub-Saharan Africa (SSA) and have culminated in the creation of national training authorities, which are financially supported by various forms of employer based levy systems. Such levies have been reported to be problematic in most countries and the Gambia being no exception is currently engulfed in similar dilemma. The purpose of this study is to examine key motivational and de-motivating factors influencing employer contribution to the National Education and Technical Training Levy (NETTL) in the Gambia. A pilot study to test questionnaire item reliability coefficient using Cronbach’s alpha (α) value was carried out. The reliability coefficient values for the standardized items of the motivational factors (independent variable), de-motivating factors (independent variable) and employer contribution dimensions (dependent variable) were 0.924, 0.827 and 0.766 respectively. Validity of the question items were ensured through item content review by an expert in the field. The research results are presented in descriptive and inferential statistics. Both One-way ANOVA and Linear Regression analysis (Stepwise) were used during the analytical stage. Amongst the key research findings include (a) prior consultation during levy policy development and levy put in closed account (only accessible for training use) would motivate limited liability businesses to contribute to the levy. (b) a levy that can ensure a secure and sustainable means of funding skills development, would encourage businesses to willingly contribute to the levy. (c) managing directors of businesses were de-motivated and thus not willing to contribute to the levy because they perceived that it was purely of interest to government. (d) limited liability businesses would be only motivated to voluntarily contribute to the levy if a levy exemption policy is put in place. (e) limited liability businesses showed greater concern on accountability and transparency of the levy system than the Others businesses.

TABLE OF CONTENTS

ABSTRACT    I
TABLE OF CONTENTS    II
LIST OF FIGURES    V
LIST OF TABLES    VI

CHAPTER I. INTRODUCTION    1
Chapter Overview    1
Backgrounds of the Study    1
Purposes of the Study    5
Questions of the Study    5
Significance of the Study    6
Definitions of Terms    6
Delimitations and Limitations    8

CHAPTER II. REVIEW OF THE LITERATURE    9
Chapter Overview    9
Background to TVET Reforms in SSA    9
Skills Development    10
Factors Influencing Financing Schemes for Skills Development 11
Financing Skills Development in Sub-Saharan Africa    13
Public Sector Commitment to Skills Training and Development 15
Private Sector Participation in Skills Training and Development    15
Donor Support to Skills Training and Development    16
Funding Strategy for TVET    17
Training Authorities    18
Training Levies / Funds    18
Funding Diversification    19
Training Fund / Levy Management    20
Social Responsibility (Disadvantaged Groups)    20
Conditions for Training Fund Success    21
Levy Scheme Design and Implementation    21
Governance and Control    22
Training Fund Sustainability    23
Summary of Literature Review    24

CHAPTER III. METHODOLOGY    27
Chapter Overview    27
Research Framework    27
Research Variables and Dimensions    30
Research Hypotheses    33
Methods of Data Collection    35
Instrumentation    37
Population and Sampling Criteria    40
Data Analysis    41
Research Procedure    41

CHAPTER IV. FINDINGS AND DISCUSSIONS    45
Chapter Overview    45
Profile of Respondents    45
Motivational Factors    48
Analysis of Results for Hypothesis - H1  (Motivational Factors)    52
Summary of Results for Hypothesis - H1 (Motivational Factors)    63
De-motivating Factors    65
Analysis of Results for Hypothesis - H2 (De-motivating Factors)    67
Summary of Results for Hypothesis – H2 (De-motivating Factors)    78
Employer Contribution Factors    80
Analysis of Results for Hypothesis – H3 (Employer Contribution)    81
Summary of Results for Hypothesis – H3 (Employer Contribution)    88
Analysis of Results for Hypothesis – H4 (Employer Contribution)    90
Summary of Results for Hypothesis – H4 (Employer Contribution)    100
Analysis of Results for Hypothesis – H5 (Employer Contribution)    102
Summary of Results for Hypothesis – H5 (Employer Contribution)    106

CHAPTER V. CONCLUSIONS AND RECOMMENDATIONS    107
Chapter Overview    107
Conclusion    107
Recommendations    113

REFERENCES    118

APPENDICES    121
Appendix A: Employer Research Questionnaire    122
Appendix B: Questionnaire Covering Letter    128

LIST OF FIGURES

Figure 3.1. Research framework    29
Figure 3.2. Research process flow chart    43

LIST OF TABLES

Table 3.1. List of motivational factors variables and dimensions    30
Table 3.2. List of de-motivating factors variables and dimensions    32
Table 3.3. List of employer contribution dimensions    33
Table 3.4. Distribution of the sample population  by sector 36
Table 3.5. Stratification and allocation of sample population for the Private Sector    36
Table 3.6. Reliability statistics for motivational factors (independent variables)    39
Table 3. 7. Reliability statistics for de-motivating factors (independent variables)    39
Table 3.8. Reliability statistics on the dependent variables (employer contribution)    39
Table 4. 1. Original distribution of respondents for the demographic dimensions    46
Table 4.2. Revised distribution of respondents for the demographic dimensions    48
Table 4.3. Motivational factor dimensions in descending order of the means measure    49
Table 4.4. Significant motivational factor dimensions against registration status of  business    52
Table 4.5. Descriptive – significant motivational factor dimensions against  registration status of business    53
Table 4.6. Significant motivational factor dimensions against position in business    56
Table 4. 7. Descriptives – significant motivational factor dimensions against position in business    57
Table 4.8. Post hoc tests of significant motivational factors against position in business    57
Table 4.9. Significant motivational factor dimensions against gender    59
Table 4. 10. Descriptives – significant motivational factor dimensions against gender    60
Table 4.11. Significant motivational factor dimensions against years of operation of business    62
Table 4.12. Comparison of significant motivational factor dimensions against years of operation of business    62
Table 4.13. Summary of findings for hypothesis - H1    64
Table 4.14. De-motivating factor dimensions in descending order of the means measure    65
Table 4.15. Significant de-motivating factor dimensions against position in business    68
Table 4. 16. Descriptive – significant de-motivating factor dimensions against  position in business    69
Table 4.17. Post Hoc Tests for significant de-motivating factor dimensions against position in business    70
Table 4.18. Significant de-motivating factor dimensions against gender    73
Table 4.19. Descriptive – significant  de-motivating factor dimensions against gender  disposition    74
Table 4.20. Significant de-motivating factor dimensions against number of employees    76
Table 4.21. Descriptive – significant  motivational factor dimensions against  number of employees    76
Table 4.22. Summary of results for hypothesis – H2    79
Table 4.23. Employer contribution dimensions in descending order of the means measure    80
Table 4.24. Significant employer contribution factors against business registration    81
Table 4.25. Descriptives – significant employer contribution factors against  business  registration    81
Table 4.26. Significant employer contribution factors against position in business    83
Table 4.27. Descriptive – significant employer contribution factors against position in business    83
Table 4.28. Comparison of employer contribution factors against gender    84
Table 4.29. Significant employer contribution factors against sector body membership    86
Table 4.30. Descriptive – Significant employer contribution factors against sector body membership    86
Table 4.31. Summary of results for hypothesis – H3    88
Table 4.32. Regression summary - Business will voluntarily contribute to levy    90
Table 4.33. Regression coefficients – Business will voluntarily contribute to levy    90
Table 4.34. Regression summary – Business never anticipated in fulfilling its obligations    91
Table 4.35. Regression analysis of variance – Business never anticipated in fulfilling its obligations    92
Table 4.36. Regression  coefficients –  Business never anticipated in fulfilling its obligations    92
Table 4.37. Regression summary – Business has no corporate social responsibility    94
Table 4.38. Regression analysis of variance – Business has no corporate social responsibility    94
Table 4.39. Regression coefficients – Business has no corporate social responsibility    95
Table 4.40. Regression summary – An all inclusive contribution to the financing of skills   training    96
Table 4.41. Regression analysis of variance – An all inclusive contribution to the financing of skills training 97
Table 4.42. Regression coefficients – Business has no corporate social responsibility    98
Table 4.43. Summary of results for hypothesis – H4    101
Table 4.44. Regression summary – Business has no corporate social responsibility    102
Table 4.45. Regression analysis of variance – Business has no corporate social responsibility    103
Table 4. 46. Regression Coefficients – Business has no corporate social responsibility    103
Table 4.47. Regression summary –An all inclusive contribution to the financing of skills   training    104
Table 4.48. Regression analysis of variance – An all inclusive contribution to the financing of skills training 104
Table 4.49. Regression coefficients – An all inclusive contribution to the financing of skills training    104
Table 4.50. Summary of results for hypothesis – H5    106
                                

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