新進人員教育訓練成效與工作敬業對工作績效影響之檢視

Abstract

台灣金融環境近十幾年不斷變化，歷經新銀行設立，二次金改，銀行併購，市場已呈現飽和競爭的態勢，加上近來數位化浪潮興起，金融業更致力於跨產業經營，策略聯盟等新型態經營方式，以助改善金融機構經營困境及提升競爭力。而在不斷變動、創新的時代中，如何透過教育訓練與學習發展來培育員工工作績效的提升，將是銀行在決定未來決勝關鍵中不可或缺的軟實力。

本研究係以一家大型金融控股公司的銀行員工作為研究對象，研究對象為已入行2~3年，並通過試用考核尚在職的新進同仁，資料收集同時來自教育訓練成績考核之組織內部資料庫與問卷調查二個部份，研究目的探討對於新進同仁在訓練成效與工作敬業、自我效能、主管支持、和社會互動對於工作績效的影響，研究結果發現：(1)訓練成效對於工作績效並未全部有顯著的影響；(2)工作敬業對於工作績效有相當顯著的影響；(3)新進人員在自我效能、主管支持、和社會互動對工作敬業的影響皆有正向顯著的影響；(4)具有成熟幹練特質的員工對於企業文化訓練成效和績效間具有正向的調節作用；(5)主管支持對於新進人員在自我效能和工作敬業間具有調節作用。

In recent years, Taiwan’s financial landscape has been in constant fluctuation. Having been through the establishment of new banks, the second financial reform, and bank mergers and acquisitions, the market has been presented with saturated competition. In addition with the emergence of the digital age, the financial sector has been more committed to cross-industry management, strategic alliances, and other new modes of operation to help financial institutions improve the management of financial difficulties and to promote competitiveness. But, in an era of change and innovation, learning and development through education and training to cultivate the employee’s job performance will give banks a key indispensable soft power in the future.

This research used bank employees from an E financial holding company as the object of study. Employees had 2~3 years seniority, and finished the trials. We collected training effectiveness in the trials and provided a questionnaire survey. The goal was to research on the impact amongst training effectiveness, work engagement, self-efficacy, leadership support, social interaction, and job performance of new employees. The research discovered： (1)Training effectiveness did not have a significant impact on job performance. (2)Work engagement had quite a significant impact on job performance. (3)New employees who received self-efficacy, leadership support and social interaction had a significant positive impact. (4)New employees having a sophisticated personality in the corporate culture has had a positive role in the training effectiveness and performance. (5)Leadership support to new employees had a positive correlation between self-efficacy and work engagement.