影響教育訓練遷移成效之相關因子分析－以海巡特考海巡行政類科人員為例

本研究旨在探討透過「公務人員特種考試海岸巡防人員考試海巡行政類科」（簡稱海巡特考海巡行政類科）所錄取人員，影響其訓練遷移成效之因子。本研究採郵寄問卷調查，針對海巡特考考訓制度改變後所舉辦之2013、2014、2015年度海巡特考海巡行政類科錄取並經海巡署教育訓練中心專業訓練及分發機關實務訓練合格者為研究對象，問卷發放73份，實得有效問卷60份（回收率82%）。訓練遷移成效得分之獨立顯著因子以多變項線性迴歸進行分析。結果顯示訓練內容（p＜0.001）和主管支持（p＜0.001）兩項為較佳訓練遷移成效的顯著獨立因子。但個人基本資料變項則與訓練遷移成效無顯著關係。建議海巡署教育訓練中心依據實際工作所需知識與技能設計訓練課程，亦建議單位主管及直屬主管於訓練期間多加關心學員的學習狀況，提供應用機會、給予支持與鼓勵，應有助提升海巡特考海巡行政類科人員訓練遷移成效。

關鍵字

海岸巡防；海巡特考；訓練遷移

並列摘要

The aim of this study was to investigate the factors that influenced the effectiveness of training transfer in recruits from the Civil Service Special Examination for Coast Guard Administrative Staff. A postal survey was administered to Coast Guard administrative staff, recruited in 2013, 2014, and 2015, who had completed professional training at the educational center of the Coast Guard Administration and had passed the practicum in their assigned offices. A total of 73 questionnaires were distributed and 60 valid ones were returned (response rate 82%). Multiple linear regression analysis was used to assess the independent significant factors for training transfer scores. Results indicated that training content (p ＜ 0.001) and supervisor support (p ＜ 0.001) were the two independent significant factors for a better training transfer. However, the basic characteristics of the participants were not associated with training transfer. It is suggested that the Coast Guard educational training center can design their training program based on the knowledge and skills required in actual working conditions. It is also recommended that office heads and direct supervisors should pay attention to the learning situation of the trainees during the training program, and to provide opportunities for practical applications with support and encouragement. This should help to increase the effectiveness of training transfer among Civil Service Special Examination Administrative Coast Guard personnel.