本研究之目的在探討受訓人員的主動性人格特質、學習目標取向、績效目標取向與訓練動機之關係,此外,進一步以學習目標取向為中介變項,探討主動性人格特質是否經由學習目標取向之中介效果而影響訓練動機;另外,探討及驗證主動性人格特質是否經由績效目標取向之干擾效果而影響受訓人員的訓練動機。 本研究以參加產業人才投資方案的受訓人員為研究對象,則採用郵寄發放的方式,並附上回郵信封讓願意填寫問卷調查的受訓人員自行寄回,最後共回收390份有效問卷;並且藉由驗證性因素分析、信度分析、相關分析及複迴歸分析來檢測各構面間的假設關係,結果顯示如下: 一、受訓人員的「主動性人格特質」對「學習目標取向」具有顯著正向影響。 二、受訓人員的「學習目標取向」對「訓練動機」具有顯著正向影響。 三、受訓人員的「主動性人格特質」對「訓練動機」具有顯著正向影響。 四、受訓人員的「學習目標取向」對「主動性人格特質」與「訓練動機」間具有部分顯 著的中介效果。 五、受訓人員的「主動性人格特質」與「績效目標取向」之交互作用對「訓練動機」具 有顯著的調節效果。 最後,本研究根據以上結論,提出幾點實務上的建議,以提供相關單位之參考: 建議一、人力資源主管應改變員工的信念,激發員工學習目標取向。 建議二、人力資源主管提供員工完整的職業生涯規劃。 建議三、人力資源主管應尊重員工參加訓練的意願,避免使用強迫的手段讓員工參加訓 練課程。
The purpose of the study is to explore the relationship among the proactive personality, learning goal orientation, performance goal orientation and training motivation. Besides, to investigate the trainee's proactive personality would affect training motivation through the mediate mechanism of learning goal orientation. In addition, this research was conducted with the aim of proving that provided by the trainee's performance goal orientation interference is to influence proactive personality, on training motivation. The total valid sample consisted of 390 from the Industrial Human Resource Investment Program and was analyzed by confirmatory factor analysis, reliability analysis and multiple regression analysis to measure the relationship among the constructs. Research results found that: (1) Proactive personality positively effects on learning goal orientation. (2) Learning goal orientation positively effects on training motivation. (3) Proactive personality has positively impacts on training motivation. (4) Learning goal orientation partially mediates the relationship between proactive personality and training motivation. (5) Performance goal orientation moderates the relationship between proactive personality and training motivation. Finally, based on summary of this research, advanced and suggestion are brought up reference of related authorities and following research. (1)Human resources supervisors change employee's belief and tend to reinforce their learning goal orientation. (2)Human resources supervisors should provide employees a career path plan. (3)Human resources supervisors should respect employee's training desire and don't force them to do what they are unwilling to do.