工作環境因素對於台灣汽車銷售人員教育訓練遷移動機之影響 －以角色壓力為干擾變項

A Study of Relations among Work Environment Factors and Motivation to Transfer of Training for Motor Salespeople in Taiwan－The Moderating Effect of Role Stress

李佳儀(Chia-I Lee)

指導教授 ： 郭敏珣

元智大學/管理學院/企業管理學系/碩士(2007年)

https://doi.org/10.6838/YZU.2007.00254

摘要

21世紀的汽車產業無時無刻不斷地在改變，對於管理者而言，如何提升公司的競爭力，將為目前最首要的關鍵議題。汽車產業想要提升競爭力的來源，不外乎是來自於改善汽車銷售人員的素質與能力。然而，為了提升汽車銷售人員素質與能力，就必須仰賴「教育訓練」的學習與培訓。
本研究以台灣汽車銷售人員為研究對象，探討工作環境（組織支持，主管支持及同儕支持）和角色壓力（角色衝突及角色模糊）對員工參予訓練課程後，將訓練所學應用至工作上的動機之影響性，並以角色壓力為干擾變項，研究角色衝突及角色模糊對工作環境與訓練遷移動機關聯性之影響。
本研究採取量性研究，以台灣的汽車銷售人員為問卷發放樣本，總計發放700份問卷，回收問卷份數為430份，扣除無效問卷150份，有效回收樣本份數為280份，有效樣本回收率為40%。
經皮爾森相關分析及多元回歸分析後，研究結果顯示組織支持、主管支持及同儕支持對訓練遷移動機有正向顯著影響；角色模糊對訓練遷移動機有負向顯著影響。除此之外，角色模糊對於同儕支持與訓練遷移動機間有顯著干擾效果。
最後，依據研究結果提出建議：組織提供學習資源和建立移轉氣候、主管支持參與訓練課程、促進同儕間交流與溝通、減少角色模糊與給予明確職責，這些建議皆能供未來企業在執行訓練及應用上之參考。

關鍵字

工作環境 ； 訓練遷移動機 ； 角色壓力 ； 汽車銷售人員

並列摘要

Due to the structure of motor industry has been changed over the time, so as to enhance the competition is the critical factor for enterprises. Therefore, the power of competition comes from improving the motor salespeople quality. Nevertheless, improving the salespeople quality must rely on educational training.
This article emphasized the training for motor salespeople in Taiwan and investigated the relationship between the work environment (organizational support, supervisor support & peer support) and role stress (role conflict & role ambiguity) with the motivation to transfer of what they learned from training programs back to their jobs. The role stress was then the interference variable between the work environment and the motivation to transfer of training.
This research adopted quantitative method. The author mailed out 700 questionnaires to motor salespeople in Taiwan; 430 completed questionnaires were returned, 150 invalid questionnaires were excluded, and 280 questionnaires were usable in this study, representing a response rate of 40 percent.
In applying Person correlation and multiple regression analysis, the result proved organizational support, supervisor support and peer support was significant and positive predictor of motivation to transfer of training, and role ambiguity had negative effect on motivation to transfer of training. Besides, role ambiguity moderated the relationship between peer support and motivation to transfer of training.
Consequently, this study depending on the result of survey, the author suggested organization offer learning resource and establish transfer climate, supervisor support to participant training program, promote interaction and communicate with co-worker, and reduce role ambiguity and give clear responsibility.

並列關鍵字

Work environment ； Motivation to transfer of training ； Role stress ； Motor salespeopl

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