臺灣博碩士論文加值系統

因應二十一世紀的來臨，各大企業已經將人力資源部門提升至策略與決策的角色，組織的學習與人才的培育更是企業組織競爭力之所在，教育訓練遂為各企業人力資源發展重點之所在，而教育訓練是否能夠有效的移轉到原來的工作上，提昇企業的長期、短期的競爭力，更是教育訓練移轉的重要課題。

本研究以彰化縣國中小學的英語教師為樣本，以問卷調查的方式進行資料蒐集，深入研究自我效能與訓練移轉之間的關係，並檢測學習滿意度是否會影響兩者之間的關係。

其主要研究方法在建立本研究的架構及研究中的各個變項，並根據相關研究及個人的綜合歸納，提出本文之研究假設，將問卷收集回來的資料，用階層迴歸的方式加以分析，其研究結果發現：自我效能與訓練移轉意願有顯著相關；學習滿意度對自我效能與訓練移轉意願之間有干擾作用。

關鍵詞：教育訓練、自我效能、訓練移轉、學習滿意度。

Abstract

In the 21st century, many enterprises have promoted HRM to their strategic departments. As learning organizational techniques and human resources developments ensure that enterprises are more competitive, training has become the goal. Transferring instruction to the promotion of business competition is an important program in an enterprise.

This study collected data, through questionnaires, to analyze the relationship between self-efficacy and the intention of training transfer among English teachers in the elementary and junior high schools in Changhua County. As well, it tested to see if satisfaction would moderated the relations between self-efficacy and the intention of training transfer.

The research established the structure and variables of this study, and concludes the results for developing the hypotheses of this study. This study analyzed the data by applying hierarchical regression method and the results are as followings: There is significant correlation between self-efficacy and the intention of training transfer. Learning satisfaction moderated the relationships of self-efficacy and the intention of training transfer.


Keywords: Self-Efficacy, Training Transfer, Learning Satisfaction

目錄
摘 要 I
ABSTRACT II
謝誌 III
目錄 IV
表目錄 VI
圖目錄 VII
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 4
第三節 研究目的與問題 5
第四節 研究流程 6
第五節 名詞定義 8
第二章 文獻探討 9
第一節 自我效能 9
第二節 訓練移轉 17
第三節 學習滿意度與訓練移轉和自我效能 26
第三章 研究方法 32
第一節 研究架構 32
第二節 研究假設 34
第三節 研究工具 36
第四節 研究對象與資料蒐集 47
第五節 資料分析 49
第六節 樣本結構 54
第七節 研究限制 60
第四章 資料分析 62
第一節 敘述性統計分析 62
第二節 自我效能、學習滿意度與訓練移轉意願之相關分析 67
第三節 學習滿意度之干擾作用分析 69
第五章 結論與建議 73
第一節 結論 73
第二節 研究建議 77
參考文獻 81
一、中文部份 81
二、英文部份 83
附錄 87

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