摘要 人力資源的發展議題受到企業界重視,許多優秀企業都運用訓練與發展,使組織更具生產力,以達到更高的工作績效。由於訓練與發展是協助企業提升生產效能的重要工具,企業教育訓練制度的執行對於企業能否永續經營,成為了重要的關鍵指標。但隨著員工本身的學習導向、影響認知或教育訓練滿意度等不同而影響教育訓練之成效。 本研究探討金融業員工之教育訓練態度對教育訓練滿意度的影響,同時探討員工的個人學習導向與影響性認知對教育訓練滿意度與工作績效間的干擾效果。本研究以有實施教育訓練金融業之從業人員為實證對象。本研究共回收有效問卷154份,有效回卷率為77%。 本研究實證發現:(1)教育訓練態度對教育訓練滿意度有正向且顯著的影響;(2)個人學習導向對教育訓練滿意度與工作績效間有部分正向的干擾效果;(3)影響性認知對教育訓練滿意度與工作績效間有部分正向的干擾效果;(4)教育訓練滿意度對工作績效有部分正向的影響。根據研究結果,本研究提出進一步討論並對後續研究提出建議。
Abstract Many companies pay attention to the issue of human resource development. Those companies use training and development to make the organization more productive and achieve higher job performance. Training and development are important tools to assist companies to increase production effectiveness. The implementation of education and training system has become an important key indicator for the sustainability of companies. The effectiveness of training would be influenced by learning orientation, perceived impact and training satisfaction of employees. This study investigated employees of financial industries. We explore the impact of training attitudes on training satisfaction and explore moderating effects of personal learning orientation and perceived impact on the relationship between training satisfaction and job performance. Through literature review, the author proposes a research framework and research hypotheses. This research used the questionnaires. Total number of valid questionnaires was 154 and an effectively return rate was 77%. The analysis results are: 1. Training attitude has positive effect on training satisfaction; 2. Personal learning orientation has partial positive moderating effect on the relationship between training satisfaction and job performance; 3. Perceived impact has partial positive moderating effect on the relationship between training satisfaction and job performance; 4. training satisfaction has partial positive effect on job performance. Based on the results, the study brings up future discussion and suggestions for future studies.