地方政府公務人員在職訓練之受訓者特質、訓練結果與訓練移轉之關聯性研究-以新竹市政府為例

Abstract

地方政府公務人力作為國家各項業務實際推動的主體，其素質之良窳不僅悠關各級政府施政效能的成果，更直接地影響全體人民福祉。而在當代社會，不論在學術界與產業界均肯定員工在職訓練對組織效能提升的地位。因獲得普遍的重視，員工教育訓練費用在企業界中顯著地增加。探究訓練的最終目標，即為訓練移轉，並進而帶來個人及組織績效提升。然而，在過去的研究顯示，組織大部分的訓練效果都沒有移轉到工作上，意味著訓練投入資源的浪費。提供有效培訓並增強訓練移轉效果，減少資源浪費，為提升公務人力素質之重要途徑之一。

雖然訓練移轉效果之影響因素甚多，但在訓練移轉過程模型中，已建立訓練投入、訓練結果及訓練移轉的過程架構。因此，本研究採文獻分析法及問卷調查法，以新竹市政府公務人員為調查對象，針對參與專業訓練之情形，進行受訓者特質、訓練結果及訓練移轉行為之相關研究，透過逐步迴歸等統計方法，確認其相互關係。

本研究確認訓練移轉過程模型之架構，並發現五大人格特質中之外向性、參訓動機取向之職業進程及高學習動機，除能透夠過訓練結果對訓練移轉行為發生間接效果，亦訓練移轉行為具有正向直接效果。最後，本研究對訓練移轉效果之促進因素提出增強策略，並公務人員培訓業務推動之效能，提出具體改善建議。

Regional civil service plays a vital role in executing national affairs, and the qualitiy and capability of civil servants in local government are not only highly related with government performance and effectiveness but also affect well-being of people. In contemporary society, on-job training can enhance organization’s efficiency and effectiveness is believed by both academics and industry. As a result, the expenses of training are stepping up remarkably. The final goal of training is transfer of training, and performance improvement of employees and organization. However, according to the research, most training result do not transfer to real work, and it means training resources are wasted. Hence, providing effective training, enhancing training transfer effect and minimizing waste of resources are critical ways to improve civil service.

Although transfer of training is affected by many factors, Baldwin & Ford‘s transfer of training model established process structure: From training input, training output to transfer of training. Through literature review and questionnaire survey, the study investigates the relationships among trainee traits, training results and transfer of training of civil servants in Hsinchu City Government, and clarifies the interrelationship by statistics methods such as stepwise regression analysis.

The study confirms the structure of the transfer of training model, and finds that openness of Big-Five, career developing of motivation aspects and high learning motivation have both direct and indirect effects on motivation of training transfer. Moreover, the study provides strategies for strengthening training transfer motivation facilitating factors and suggestions for improving civil service training.