成長需求強度在訓練移轉與工作績效的角色與效應

The Role and Effects of Growth Need Strength in Training Transfer and Job Performance

李育憶；陳盈羽

訓練移轉 ； 成長需求強度 ； 工作績效 ； training transfer ； growth need strength ； job performance

勞資關係論叢

26卷1期（2024 / 06 / 01）

59 - 78

繁體中文;英文

本研究探討成長需求強度在訓練移轉與工作績效關係中的角色與效應。採用質性研究方法，以傳統製造業及技術服務業的中高階主管為研究對象，通過立意抽樣選取符合條件的受訪者，運用半結構化深度訪談蒐集資料。研究者運用紮根理論的開放編碼和主軸編碼進行系統性分析，歸納出「參訓態度」、「成長心態」、「成長投入」、「成長追求」與「訓練轉化」五大核心範疇。研究發現，訓練移轉是一個漸進的過程，其效果並非立竿見影。成長需求強度在此過程中扮演關鍵角色，高成長需求強度的員工表現出更強烈的學習動機、更高的訓練參與度以及更好的訓練內容吸收能力，這些因素共同促進了訓練內容的有效移轉和工作績效的顯著提升。研究還發現，當訓練內容與實際工作任務高度相關時，移轉效果最為顯著。基於上述，本研究建議組織應根據員工的成長需求強度設計差異化的訓練計劃，建立支持性的組織文化，完善訓練移轉支持機制，並將適應性能力的培養納入訓練計劃和績效評估體系中。本研究不僅豐富了相關理論，也為組織如何有效設計和實施訓練計劃，以及如何在快速變化的環境中提升員工績效提供了寶貴的參考。這些發現對於在動態且競爭激烈的現代產業環境中，如何更好地培養和運用人力資本，提供新的思維和方法。

This study examines the role and effects of growth need strength (GNS) in the relationship between training transfer and job performance. Using a qualitative approach, the research employed purposive sampling for in-depth interviews to select mid to senior-level executives from traditional manufacturing and technical service industries. Using open and axial coding, Grounded theory analysis identified five core categories: for instance, 'training attitude' could be a participant's enthusiasm or resistance towards training, ' growth mindset' could be a participant's belief in their ability to learn and grow, 'growth investment' could be the time and effort a participant puts into their personal development, 'growth pursuit' could be the participant's active seeking of growth opportunities, and 'training transformation' could be the changes in behavior or performance as a result of training. The findings reveal that training transfer is a gradual process. GNS plays a crucial role, with high-GNS employees demonstrating stronger learning motivation, higher training participation, and better absorption of training content, collectively enhancing effective training transfer and job performance. The study also found that transfer effects are most significant when training content closely aligns with job tasks. These findings suggest that organizations should design differentiated training programs according to employees' GNS, establish supportive organizational cultures, improve training transfer support mechanisms, and incorporate adaptability cultivation into training programs and performance evaluation systems. This study enriches relevant theories and provides valuable insights for organizations on effective training design and implementation and enhancing employee performance in rapidly changing environments.