本研究旨在瞭解職前訓練的訓練遷移成效及影響訓練遷移成效的因素,研究結果將可作為研究個案機構未來規劃職前訓練或類似訓練的參考。本研究採用問卷調查方法,以「新進員工職前訓練之訓練遷移成效問卷」為研究工具;以中華民國對外貿易發展協會100年度參加職前訓練的新進員工為研究對象,發放問卷54份。資料回收後,以描述性統計、皮爾森積差相關與多元迴歸分析進行資料的分析與討論,獲得研究結果如下: 一、受試新進員工以女性、26-30歲、研究所(含)以上畢業、有3年(含)以上工作經驗及類似訓練經驗者居多。 二、受試新進員工在受訓者特質、訓練設計、工作環境與訓練遷移成效之知覺均逹中高程度以上。 三、受試新進員工無工作經驗者,對訓練遷移成效有不利之影響。 四、受試新進員工的學習能力與學習動機對訓練遷移成效有正向影響。 五、本研究個案之職前訓練的訓練內容與訓練方式對訓練遷移成效有正向影響。 六、本研究個案工作環境中之主管支持與同事支持對訓練遷移成效有正向影響。
The purpose of the study is to explore the effects of transfer of training and possible factors that may attribute to this transfer. Questionnaire survey was the major data collection method employed in this study. In specific, new employees of Taiwan External Trade Development Council(abbreviated as TAITRA)were chosen as the participants in this study. In total, 61 questionnaires were distributed. As a result, 54 questionnaires were returned. And the data were analyzed with statistic tools including descriptive statistics, Pearson’s product-moment correlation, and multiple regression analysis. The major findings of this study are summarized as following: 1. The participants are mainly constituted of 26 to 30-year-old females, who have master degree, over 3 years of working experiences and learning experiences. 2. The participants have middle to high level perception of the following factors: trainee characteristics, training design, and work environment. 3. The participants who have no working experiences have negative effect on the transfer of training. 4. Higher degree of strength of participants’ learning ability and learning motivation have positive effects on the transfer of training. 5. The training content and training method of the orientation training have positive effects on the transfer of training. 6. Higher degree of supervisors’ as well as colleagues’ support has positive effect on the transfer of training.