樂齡學習中心人力培訓方案成效之研究：訓練遷移的觀點   免費試閱

The Effectiveness of the Training Program for Personnel in the Active Aging Learning Center: The Perspective of Training Transfer

本研究旨在應用訓練遷移的觀點，分析「樂齡學習中心」培訓成效之結果，探討參訓者的個人特質、訓練設計、工作環境與訓練遷移之間的關係。以2008年度獲得教育部補助之104所樂齡學習中心經營人員為研究對象，進行問卷調查，共發出240份問卷，回收178份，扣除無效問卷15份，研究有效樣本為163份，有效回收率為68%。研究結果發現：一、透過四場次之團隊培訓，參與者能有效將培訓習得之知識與技能遷移至工作場域中；二、參與培訓者，以擔任行政人員者的受訓動機較高；三、參與培訓者之人口背景變項之訓練遷移成效並無不同；四、參訓者受訓動機愈高及工作環境的支持愈好，訓練遷移成效愈好；而自我效能及訓練設計，與訓練遷移的成效則無顯著的關係；五、個人特質、對訓練設計的知覺及工作環境的支持對整體訓練遷移達到62%的預測程度。最後，根據研究結果提出理論與實務之意涵，以及對後續研究之建議。

The study was intended to determine if the personnel in Active Aging Learning Center can transfer what they learned into their work in reality, moreover, to analyze the relation between personality, training inputs, working environment and the relationship of training. The samples were drawn from the 104 Active Aging Learning Centers, including the directors, general staff, and volunteers. Survey research was utilized. Descriptive statistics and Pearson product-moment correlation were used to analyze the data. The results were as the followings: (1) The trainees were able to transfer the learned knowledge and skills to the workplace. (2) Among the trainees, those who worked as administrators had higher training motivation. (3) The trainees with different demographic background had no difference in training transfer. (4) The higher motivation the trainees had and the more support the trainees received from their work environment, the more skill and knowledge they transferred to the workplace. However, self-efficacy and training design had no signification relationship with training transfer.