工作環境與受訓者人格特質對訊訓練移轉之研究

Abstract

在企業競爭日趨激烈的今日，必需擁有優秀的人力資源，以加強其競 爭力，方能永續經營。因此「人」是企業最重要的資產，人才培育成為目 前企業所不容忽視的課題。企業希望藉由訓練，提高員工素質，繼而增加 組織效能。然而除非受訓者將訓練所學落實到工作上，否則訓練很難達到 組織發展的目標。 由於受訓者所處的工作環境，會因直屬主管對訓練 的支持，同事的支持，組織因素等等的影響，而限制他們將訓練中所學習 到的新知識和新技術運用到工作上；同時受訓者的態度、價值觀及期望亦 會影響到受訓者的動機，使其企圖將訓練所學落實到工作上。故本研究目 的在探討「工作環境」與「受訓者人格特質」如何影響到受訓者有效的將 訓練所學實際運用到工作上（即訓練移轉）。 本研究以台灣科技公司 最佳教育訓練排行榜前三名之企業員工於民國八十五年第四季參與訓練的 受訓人員為研究對象，共有 177位受訓人員幫助本論文的調查。依研究結 果證實，「工作環境」與「受訓者人格特質」會影響到訓練移轉，並歸納 出以下結論： 1.訓練課程確實提高受訓者的工作品質。 2.受訓者訓練 後，其對工作的積極態度，不會受工作環境的影響。 3.直屬主管對訓練 者的支持，最能影響受訓者將訓練所學實際運用到工作崗位上。 4.受訓 者的個性、態度、興趣、價值觀及期望均會影響其動機，使其有意願去學 習訓 練課程的內容，並將訓練中所獲得的新知識及新技術實際運用到 工作上。 In response to rapidly changing business and the increasingly competitiveglobal environment, a new set of competencies and behaviors from employeesis being demanded by companies for a sustainable competitive edge. Peopleare an organization's most important asset. Therefore, training activitiesare now firmly center stage in most organizations in order to enhance thequality of employees and then increase organizational effectiveness.Training cannot satisfactorily meet the organization goals unless the trained skills are successfully transferred to the job. Elements of the post-training environment - such as supervisor support,peer support and organizational factors etc. - can encourage, discourage or actually prohibit the application of the new skills and knowledge on thejob. Trainee characteristics of ability, personality and motivationaleffects can influence the transfer of skills from training programs to the work situation. In this study, the influences of the work environment and trainee characteristics on the transfer of trained skills are examined. 177 trainees from top three in-house training of high-technology companiesin Taiwan participated in this study. They attended the training programsin the fourth quarter of 1996.The findings of this study did confirm that the post-training environmentand trainee characteristics might affect the transfer of training. Summary of major findings from this study shows as below:1. Training programs can improve job performance of employees.2. Trainee's activeness is not related to post-training environment.3. Supervisor's support is being one of the most important factors in facilitating or hindering on-the-job application of skills learned in the training programs.4. Trainee's personality, attitudes, interest and perceptions are more likely influence his motivation to apply newly acquired skills in the work setting.