員工訓練遷移動機影響之實證分析

洪贊凱; 李昆靜

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P87 - 118

社会科学 > 经济学
社会科学 > 管理学

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员工训练迁移动机影响之实证分析

The Empirical Study of Employees' Motivation of Training Transfer

洪赞凯(Tsang-Kai Hung) ；李昆静(Kun-Ching Li)

企业管理学报； 80 期 (2009 / 03 / 01) ， P87 - 118

繁体中文

训练迁移动机；关系品质；教导智能；自我效能； motivation of training transfer ； coaching skills ； relationship quality ； self-efficacy

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摘要 │ 参考文献 (69) │ 被引用文献 (3) │ 国际计量

摘要〈TOP〉

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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.

参考文献 ( 69 ) 〈TOP〉

庄世杰、杨仁寿、黄俊祥(2003)。受训动机与训练评量三个层次之关系研究。管理评论，2，81-102。
连结：
Baldwin, T. T.,Ford, J. K.(1988).Transfer of training: A review and directions for future research.Personnel Psychology,41,63-105.
Baldwin, T. T.,Magjuka, R. J.,Loher, B. T.(1991).The perils of participation: effects of choice of training on trainee motivation and learning.Personnel Psychology,44,51-65.
Bandura, A.(1991).Social cognitive theory of self-regulation.Organizational Behavior and Human Decision Process,50,248-287.
Bandura, A.(1986).Social foundations of thought and action: A social cognitive theory.Englewood Cliffs, NJ:Prentice-Hall.

被引用文献 ( 3 ) 〈TOP〉

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