現今，是一個「知識創造利潤」以及「人才競爭」的時代，組織必須不斷加強員工所需的知識與技能，給予其所需的教育訓練，才能於不斷變動的環境中，使組織持續展現出高度競爭力。但教育訓練雖視為提升組織競爭力的有效途徑，但若無法使員工將所學運用至工作上，不但無法有效提升員工績效，更無法提供組織實際的助益。近年來，科技產業的崛起，成為台灣整體經濟發展主軸，然而，科技產業須於快速變化且高度競爭的產業環境中，持續維持高度競爭優勢，因此對於人才的培訓以及遷移成效的展現應非常重視。

而影響訓練遷移成效有許多因素，此次針對成員個人特質因素，包括個體自我效能與訓練遷移動機，以及組織中所存有的訓練遷移氣候為研究變項，探討自我效能、訓練遷移動機與訓練遷移氣候對訓練遷移成效之關係，並根據研究結果，提出相關實務與後續研究建議。本次以南部科技產業正職人員為研究對象，總計共發出410份問卷，扣除無效問卷共361份，有效率達92.5%，透過描述性統計分析、因素分析、信度檢定、獨立樣本T 檢定、單因子變異數分析、Pearson 積差相關分析以及迴歸分析等方式來驗證本研究之假設，分析結果顯示：
一、「自我效能」對「訓練遷移成效」具有顯著正向影響。
二、「自我效能」對「訓練遷移動機」具有顯著正向影響。
三、「自我效能」對「訓練遷移氣候」具有顯著正向影響。
四、「訓練遷移動機」對「訓練遷移成效」具有顯著正向影響。
五、「訓練遷移氣候」對「訓練遷移成效」具有顯著正向影響。
六、「訓練遷移氣候」對「訓練遷移動機」具有顯著正向影響。
七、「訓練遷移動機」對「自我效能與訓練遷移成效之關係」具有部分中介效果。
八、「訓練遷移氣候」對「自我效能與訓練遷移成效之關係」具有部分中介效果。
九、「不同個人背景變項」對於自我效能、訓練遷移動機、訓練遷移氣候與訓練遷移成效上具有顯著差異。

Today, is a "knowledge create profits" and the era of "talent competition". Organizations must continue to strengthen the knowledge and skills necessary of employees, to give the necessary education and training, can let organization when face the changing environment, continue to show a high degree of competitiveness. However, although regarded training as an effective way to enhance the organization competitiveness, but if can not let employees use of what they learn at work, not only can not effectively improve employee performance, also can not provide the actual beneficial to the organization. In recent years, the science and technology has become the one of Taiwan important economic development industry. In the rapidly changing and highly competitive industry environment, the technology industry must continue to maintain a high level of competitive advantage, so the organization should very focus on training of talents and training transfer.

There are many factors affect training transfer, we have chosen individual self-efficacy, motivation of training transfer, and climate of training transfer in the organization. To explore the effectiveness of training transfrt and related among these four variables. According to the results, we provide practical and follow-up study suggests. The object of the researcg are technology industry’staff in southern Taiwan. 410 questionnaires were distributed and 361 ones are returned with the effective rate of 92.5%. The data are analyzed by narrative statistics, factor analyzed, reliability test, T-test, One way ANOVA, Pearson product-moment correlation coefficient and regression analyzed. The results are following:
1. The self-efficacy has significant and positive influence on training transfer.
2. The self-efficacy has significant and positive influence on motivation of training transfer.
3. The self-efficacy has significant and positive influence on climate of training transfer.
4. The motivation of training transfer has significant and positive influence on training transfer.
5. The climate of training transfer has significant and positive influence on training transfer.
6. The climate of training transfer has significant and positive influence on motivation of training transfer.
7. Motivation of training transfer has partial mediating effect on the relationship
between self-efficacy and training transfer.
8. Climate of training transfer has partial mediating effect on the relationship between self-efficacy and training
transfer.
9. Different demographic variables have significant differentiation among self-efficacy, motivation of training transfer,
climate of training transfer and training transfer.

摘　　　要 I
ABSTRACT III
誌　　　謝 V
目　　　錄 VII
表 目 錄 VIII
圖 目 錄 XII

第一章　緒論
第一節　研究背景與動機 1
第二節　研究目的 5
第三節　名詞解釋 5
第四節　研究流程 10
第五節　研究範圍與限制 11

第二章 文獻探討
第一節 自我效能 13
第二節 訓練遷移動機 29
第三節 訓練遷移氣候 41
第四節 訓練遷移成效 52
第五節 自我效能、訓練遷移動機、訓練遷移氣候與訓練遷移成效之關係 64

第三章　研究設計與實施
第一節　研究架構 79
第二節　研究假設 80
第三節　研究工具 81
第四節　研究構面修訂 94
第五節　研究樣本 97
第六節　資料處理 99

第四章　研究結果與討論
第一節　科技產業人員自我效能、訓練遷移動機、訓練遷移氣候與訓練遷移成效之現況分析 103
第二節　背景變項於自我效能、訓練遷移動機、訓練遷移氣候與訓練遷移成效之差異性分析 107
第三節　科技產業人員自我效能、訓練遷移動機、訓練遷移氣候與訓練遷移成效之相關分析 137
第四節　科技產業人員自我效能、訓練遷移動機、訓練遷移氣候與訓練遷移成效之迴歸分析 147

第五章　結論與建議
第一節　研究結論 155
第二節　研究建議 169

參考文獻
一、中文部分 177
二、英文部分 185

附錄
附錄一　研究預試問卷 195
附錄二　研究正式問卷 198

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