影響企業人力資源培訓效果的個人因素探討

The Influences of Trainees' Attributes on HR Training Effectiveness

劉建榮(Jian-Rong Liu)；李成彥(Chen-Yan Li)

企業培訓 ； 個人因素 ； 培訓效果 ； HR training ； trainees' attributes ； training effectiveness

應用心理研究

35期（2007 / 09 / 01）

85 - 114

繁體中文

理論界很早就關注培訓效果這個問題，都在進行各種各樣的研究和探索，以期培訓的效果最大化，但國內關於培訓效果影響因素的研究還比較少。本研究運用自編問卷對影響培訓效果的個人因素構成進行了測試研究，在此基礎上探討了培訓效果評估的結構，並對如何提高企業培訓效果提出了一些建議。通過文獻分析、專家訪談、現場調查等，本研究概括出了影響培訓效果的七個個人因素：期望Ⅰ、期望Ⅱ、工作參與度、自我效能、學習動力、轉化動力及轉化感知。在對各因素進行分析的基礎上，編製出了一套由69道題目組成的「培訓效果影響因素問卷」。對測試資料的分析結果表明，問卷具有較高的信度與效度。經過對315名參加過「團隊建設」培訓的學員及其直接上司的實際測試，本研究分析了培訓效果在七個個人因素上的表現水準。同時，檢驗了「培訓效果影響因素問卷」及各分問卷的構想效度。驗證性因素分析表明，各問卷及總問卷的構想效度都表現良好。總之，本研究開創性地探討了影響培訓效果的個人因素。如何更好地干預這些影響因素，提高培訓的效果，仍有待進一步深入研究。

Theoretical circles paid attention to this issue very early and conducted various studies & researches so as to maximize the training effectiveness. However, there are little domestic studies in this area. With the scale developed by the author, the paper explores the trainees' attributes that influence the training effectiveness, and probes into the structure of the training evaluation, then suggests how to improve the effectiveness. Through literature analyzing, talking with experts, field studying and so on, the paper generalizes individual and organizational factors that influence the training effectiveness, among which there are 7 trainees' attributes: expectation Ⅰ, expectation Ⅱ, job involvement, self-efficacy, learning motivation, transfer motivation and perceived training transfer. Based on the analysis, we make up ”training effectiveness scale” with 69 items. The results indicate the scale has high reliability and validity. The paper tests the construct validation of ”the training effectiveness scale” and the subscales with the 315 subjects (trainees who participated the teambuilding training within the past year and their direct bosses). The results of Confirmation Factor Analysis (CFA) show, the construct validation of the scale and subscales is good. The model consisted of individual variables, organizational variables and training outcome measures, fits in well with actual data. In a word, the study pioneers the probing into the individual factors that have impact on the training effectiveness. There remains the need for further deep study on how to interpose the factors and improve the training effectiveness.

1. Baldwin, T. T.,Ford, J. K.(1988).Transfer of training: A review and directions for future research.Personnel Psychology,41,63-105.
2. Brown, S. P.(1996).A meta-analysis and review of organizational research on job involvement.Psychological Bulletin,120,235-255.
3. Campbell, J. P.,I. L. Goldstein,Associates (Eds.)(1989).Training and development in organizations.San Francisco, CA:Jossey-Bass.
4. Campbell, J. P.,J. P. Campbell,R. J. Campbell,Associates (Eds.)(1988).Productivity in organizations: New perspectives from industrial and organizational psychology.San Francisco, CA:Jossey-Bass.
5. Campbell, J. P.,Pritchard, R. D.,M. D. Dunnette (Ed.)(1976).Handbook of industrial and organizational psychology.Chicago, IL:Rand-McNally.
6. Deutsch, F. E.,Barnes-Farrel, J.(1995).Test of Noe`s training effectiveness model: A revision and expansion.Paper presented at the Tenth Annual Conference of the Society for Industrial and Organizational Psychology,Orlando, FL:
7. Facteau, J. D.,Dobbins, G. H.,Russel, J. E. A.,Ladd, R. T.,Kudisch, J. D.(1995).The influence of general perceptions of the training environment on pre-training motivation and perceived training transfer.Journal of Management,21,1-25.
8. Frayne, C. A.,Lathman, G. P.(1987).Application of social learning theory to employee self-management of attendance.Journal of Applied Psychology,72,387-392.
9. Froman, L.(1977).Some motivational determinants of trainee effort and performance: An investigation of expectancy theory.Dissertation Abstracts International,45,2411-2415.
10. Gist, M. E.(1989).The influence of training method on self-efficacy and idea generation among managers.Personnel Psychology,42,787-805.
11. Kahn, W. A.(1990).Psychological conditions of personal engagement and disengagement at work.Academy of Management Journal,33,692-724.
12. Lawler, E. E. III.(1986).High involvement management: Participative strategies for improving organizational performance.San Francisco, CA:Jossey-Bass.
13. Lodahl, T. M.,Kejner, M.(1965).The definition and measurement of job involvement.Journal of Applied Psychology,49,24-33.
14. M. L. Tenopyr.(1976).Justifying the Staffing and Selection Procedures as Strategic Resources.AT&T Human Resources Department Measurement and Selection Systems.
15. Martineau, J. W.(1996).A contextual examination of the effectiveness of a supervisory skills training program.Paper presented at the Eleventh Annual Conference of the Society for Industrial and Organizational Psychology,San Diego, CA:
16. Mathieu, J. E.,Martineau, J. W.,J. K. Ford,S. W. J. Kozlowski,K. Kraiger,E. Salas,M. S. Teachout (Eds.)(1997).Improving training effectiveness in work organizations.Mahwah, NJ:Lawrence Erlbaum Associates.
17. Mathieu, J. E.,Martineau, J. W.,Tannenbaum, S. I.(1993).Individual and situational influences on the development of self-efficacy: Implications for training effectiveness.Personnel Psychology,46,125-147.
18. Mathieu, J. E.,Tannenbaum, S. I.,Salas, E.(1992).Influences of individual and situational characteristics on measures of training effectiveness.Academy of Management Journal,35,828-847.
19. McKellin, D. B.(1994).Doctoral dissertation, Michigan State University.Michigan State University.
20. McKellin, D. B.(1994).A control theory perspective on training motivation.Dissertation Abstracts International,55,3050.
21. Moitra, S.(1976).A pre-program evaluation model determining training effectiveness based on expectancy theory of work motivation.Dissertation Abstracts International,42,1455.
22. Noe, R. A.(1986).Trainees` attributes and attitudes: Neglected influences on training effectiveness.Academy of Management Review,11,736-749.
23. Noe, R. A.,Schmitt, N.(1986).The influence of trainee attitudes on training effectiveness: Test of a model.Personnel Psychology,39,497-523.
24. Paullay, I. M.,Alliger, G. M.,Stone-Romero, E. F.(1994).Construct validation of two instruments designed to measure job involvement and work centrality.Journal of Applied Psychology,79,224-228.
25. Poteet, M. L.(1996).University of Tennessee.
26. Poteet, M. L.(1996).The training transfer process: An examination of the role of individual, motivational, and work environmental factors.Dissertation Abstracts International,57,6633.
27. Quiñones, M. A.,A. Ehrenstein(1997).Training for a rapidly changing workplace: Applications of psychological research.Washington, DC:American Psychological Association.
28. Rabinowitz, S.,Hall, D. T.(1977).Organizational research on job involvement.Psychological Bulletin,84,265-288.
29. Rouiller, J. Z.,Goldstein, I. L.(1993).The relationship between organizational transfer climate and positive transfer of training.Human Resource Development Quarterly,4,377-390.
30. Saks, A. M.(1995).Longitudinal field investigation of the moderating and mediating effects of self-efficacy on the relationship between training and newcomer adjustment.Journal of Applied Psychology,80,211-225.
31. Sekaran, U.(1989).Paths to the job satisfaction of banking employees.Journal of Organizational Behavior,10,347-359.
32. Stajkovic, A. D.,Luthans, F.(1998).Social cognitive theory and self-efficacy: Going beyond traditional motivational and behavioral approaches.Organization Dynamics,26,62-75.
33. Tannenbaum, S. I.,Yukl, G.(1992).Training and development in work organizations.Annual Review of Psychology,43,399-441.
34. Wexley, K. N.,Latham, G. P.(1991).Developing and training human resources in organizations.New York:HarperCollins Publishers Inc.
35. 王鵬(2002)。培訓遷移效果影響因素的初步研究。心理科學，25(1)