訓練品質系統對訓練績效之影響— 以訓練遷移與學習動機為中介變項

The Influence of Training Quality System on Training Performance: The Mediating Training Transfer and Learning Motivation

江增常(Tseng-Chang Chiang)

指導教授 ： 張仁家

國立臺北科技大學/人文與社會科學學院/技術及職業教育研究所/博士(2013年)

https://doi.org/10.6841/NTUT.2013.00147

摘要

二十一世紀知識經濟時代，各國政府為協助企業發展人力資本，推動訓練品質系統。導入訓練品質系統能否呈現訓練績效帶來更大效益，相關方面研究仍不多。本研究探討通過TTQS評核之企業，導入TTQS系統後對訓練績效、訓練遷移、學習動機之影響。
本研究採用量化統計分析，以2011至2012年獲得「通過」以上企業為樣本對象，總發放問卷份數為778份，共回收496份，有效問卷為465份。本研究採用結構方程式，以驗證性因素分析和迴歸分析，進行結構模型驗證與相關分析。分析結果獲致結論包括：
一、企業在導入TTQS後，對「訓練績效」有正相關，有助於訓練績效改善。對 「訓練遷移」有高度正相關，有助於學習者將所學應用在工作上，並獲得肯 定。對「學習動機」有中度正相關，有助於學習者學習意願，樂於參與訓練。
二、企業在導入TTQS後，有助「訓練遷移」，並對訓練績效產生中介效果。 能提高學習者學習意願，但「學習動機」對「訓練績效」不會產生影響。提 高學習者「學習動機」，對「訓練績效」並沒有產生中介效果。
三、不同的「產業別」與「組織規模」大小，對「訓練績效」沒有差異。獲 得TTQS獎牌與企業設置專責HRD人員，對「訓練績效」有顯著差異。

關鍵字

訓練品質系統 ； 人力資本 ； 訓練績效 ； 訓練遷移 ； 學習動機

並列摘要

The 21st century brings the era of knowledge-based economy, governments of all nations, to assist enterprises in developing human capital, launch training quality system. However, studies are few on whether introduction of the training quality system by enterprises presents the training performance and advances the benefit of an organization. This study assessed through TTQS enterprises, the influence of training quality system on training performance, training transfer, learning motivation.
In the study, the quantitative statistical analysis was adopted. The enterprises which “passed” TTQS evaluation in 2011 & 2012 year were selected as the subject. The total number of copies of 778 questionnaires, 496 copies was returned and 465 were valid. This paper by the confirmatory factor analysis of measurement model and the path analysis of structural model tests the existence and the influence of hypotheses in this study to obtain the following conclusion:
1. Introduction of the TTQS by enterprises had positive correlation with “training performance” which is explainable; that is, continuation of TTQS in the enterprises helps improvement in training performance. On “training transfer" had highly positive correlation which was explainable; Continuation of TTQS in the enterprises assists learners in applying what they had learned to work and was appreciated. On “learning motivation” shows medium positive correlation which was explainable; Continuation of TTQS in the enterprises strengthens learner’s willingness to participate in training.
2. Introduction of TTQS had benefit to “training transfer " and training performance mediating effect produced but improved learner’s learning willingness which did not correlated with “training performance”. Increase learner’s “learning motivation”, but did not mediating effect on “training performance”.
3. Different “industries” and the “scale of organization” had nothing to do with “training performance”. Receiving TTQS medal and having HRD staff in the enterprise significantly affected “training performance”.

並列關鍵字

training quality system ； human capital ； training performance ； training transfer ； learning motivation

參考文獻

林俊宏、龐寶璽與鄭晉昌(2006)。支持性組織氣候對訓練移轉的直接效果與

郭生玉(1996)。心理與教育測驗。臺北：精華。

陳銘薰、王瀅婷(2006)。「訓練投入、訓練實施程序、訓練成效」評估模式之探 討。人力資源管理學報，6(1)，75-99。

Bushnell, D. S. (1990). Input, process, output: A model for evaluating training. Training and Development Journal, March, 41-43.

呂立仁(2011)。訓練動機、自我效能、學習滿意度與訓練成效關係之實證研究。 國立成功大學管理學院碩士論文，未出版，臺南。