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Title: 員工訓練遷移動機影響之實證分析
The Empirical Study of Employees' Motivation of Training Transfer
Authors: 洪贊凱;李昆靜
Contributors: 人力資源管理研究所
Keywords: 訓練遷移動機;關係品質;教導智能;自我效能
Motivation of training transfer;Coaching skills;Relationship quality;Self-efficacy
Date: 2009-03
Issue Date: 2012-07-05T07:26:20Z
Publisher: 國立臺北大學企業管理學系
Abstract: 現今企業教育訓練的遷移問題,已經獲得相當的重視,但根據Seyler(1998)等學者指出,「訓練遷移動機」並沒有受到與受訓動機同等的重視,同時鮮少自關係品質的角度探討個人自我效能及主管支持對於遷移動機的影響,且尚未有研究將主管教導智能與之做相關討論。因此,本研究目的主要在於探討自我效能對關係品質與訓練遷移動機之間的中介效果,以及探討教導智能對自我效能與訓練遷移動機之干擾作用。本研究根據2007年現代保險金融理財雜誌最佳壽險公司之調查結果,取其前五名壽險公司之外勤人員作為研究對象,共計發出950份問卷,有效回收率則為47.5%。且利用驗證性因素分析(CFA)、相關分析、階層迴歸、區段迴歸等檢視各量表及資料分析與考驗。主要研究發現在於自我效能在關係品質與訓練遷移動機問確實具有中介效果;以及教導智能會干擾自我效能對訓練遷移動機的影響,透過高教導智能展現能提升低自我效能者之訓練遷移動機。並依據研究結論提出管理意涵有三:教導智能為提升訓練遷移動機的重要關鍵之一;關係品質對員工自我效能及訓練遷移動機之影響重大;企業應重視對員工訓練遷移動機造成影響之相關因素。文末則針對後續研究焦點與方向提出相關建議與研究限制。
In recent years, 'training transfer' in enterprise education has received a great attention. Although scholars as Seyler (1998) have pointed out that the motivation of training transfer, it does not receive the same magnitude of discussion as training motivation. Some related studies have proved that self-efficacy and management support do have effect on the motivation of training transfer. However, seldom did they focus on the discussion of relationship quality. Moreover, there is no related discussion about the relationship between supervisor's coaching skills and motivation of training transfer. Therefore, the study aims at discussing the mediating role played by self-efficacy between relationship quality and motivation of training transfer; the moderating effect of coaching skills on self-efficacy and motivation of training transfer. The subjects of the study are the life insurance salespersons. The total amount of questionnaires issued is 950 shares and the recovering valid rate is 47.5%. The methodology used to analyze and examine the scale is confirmatory factor analysis. In addition, correlation, hierarchical multiple regression and blocked regression analysis are applied in the process of data analysis arid examination. The study mainly reveals that self-efficacy does play as a mediator between quality of relationship and motivation of training transfer. Moreover, it proves that coaching skill does moderate the effect of self-efficacy on the motivation of training transfer. In other word, through the display of high coaching skills, the motivation of training transfer of employees with low self-efficacy could be enhanced. According to the result of the study, there are three management implications being proposed. (1) coaching skills is one of the key elements to enhance the motivation of training transfer. (2) relationship quality has a crucial effect on employees' self-efficacy and motivation of training transfer. (3) enterprises should pay attention to the related elements which would affect employees' motivation of training transfer.
Relation: 企業管理學報, 80: 87-119
Appears in Collections:[人力資源管理研究所] 期刊論文

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