臺灣博碩士論文加值系統

在傳統觀點裡，員工訓練與能力發展經費往往被企業視為成本而非投資。但隨著時代潮流演變，管理的新模式、新典範不斷的更新浮現，過去不重視訓練且光靠勞力便可生存的企業在現代已漸漸的失去其競爭力。員工訓練發展在組織裡不僅僅是扮演著相當重要的角色，它還能協助企業取得競爭優勢並成功的處理來自外在的挑戰，成為吸引優秀人才加入的重要誘因之一。然而，面對人力資源流動率高的餐飲業，餐飲訓練單位如何能擁有良好的訓練績效，進而創造利潤是為本研究所關心的重點。
本研究旨在瞭解訓練成效與訓練遷移之影響關係、職業承諾對訓練成效、訓練遷移之主效果及對其影響關係之干擾效應、工作環境對訓練遷移的影響以及職業承諾在工作環境對訓練遷移影響關係中的干擾效應。研究對象以立意抽樣的方式，針對曾接受過教育訓練之台灣區國際級觀光飯店餐飲部門外場員工發放600份問卷，有效樣本297份。有效回收率49.5%，並使用t檢定、單因子變異數、Pearson 積差相關及二階層級迴歸分析法進行分析。
結果發現：1.個人背景變項中之年齡、職位與年資等變項在職業承諾上有顯著差異；2.職務層級、年齡、年資或參訓時數等變項在工作環境上有顯著差異；3.過去一年參訓時數變項在訓練成效中之學習層次上有顯著差異；4.過去一年參訓時數變項在訓練遷移中有顯著差異；5.訓練成效之反應層次、學習層次與訓練遷移之間具有顯著的影響關係；6.情感性承諾與持續性承諾對訓練成效之反應層次有顯著的影響；7.情感性承諾對訓練成效的學習層次有顯著的影響；8.情感性承諾對訓練遷移有顯著的影響；9情感性承諾在學習層次成效對訓練遷移之關係中產生干擾效應；10. 情感性承諾與工作環境中之同事支持構面有顯著之交互作用效果；11.持續性承諾在新知能應用機會對訓練遷移以及考績與報酬因素對訓練遷移之影響關係中，產生顯著的干擾效果；12.規範性承諾在工作環境中的考績與報酬因素對訓練遷移之影響關係中有顯著之干擾效應產生。
最後，依據研究結果提出建議，以供未來企業在執行訓練以及應用訓練評估模式上之參考依據。

Traditionally, training and development was not viewed as an activity that could help companies create “value” and successfully deal with competitive challenges. Today, the view has changed. Companies that use innovative training and development practices are likely to report better financial performance than their competitors that do not. Training and development also help a company to attract excellence employees and to meet competitive challenges. However, facing the higher turnover rate, how can food and beverage industry make great training effectiveness was the point of this study concern.
The purpose of this study was to examine the relationships among occupational commitment, work environment, training effectiveness and transfer of training. Six hundred questionnaires were sent to the International Hotel restaurant waiters by purposive sampling method and 297 useable questionnaires returned, with 49.5% valid return rate. The data were collected and analyzed by using descriptive statistics analysis, t-test, one-way ANOVA, Pearson correlation, multiple stepwise regressions and hierarchical moderator regression.
According to the findings, the results were summarized as follows: 1.There was significant differences on occupational commitment, work environment, training effectiveness and transfer of training among waiters’ demographic variables. 2. The higher reaction in training effectiveness was result in higher learning and higher transfer of training. 3. Affective and continuance occupational commitment had a direct effect on reaction level. 4. Affective occupational commitment had a direct effect on learning level. 5. Affective occupational commitment had a direct effect on transfer of training. 6. Affective occupational commitment moderates the relationship between learning level and transfer of training. 7. Occupational commitment moderates the relationship between work environment and transfer of training.
Finally the recommendations based on the findings and conclusions of the study were made for the government, schools’ administrators, and the further study.

摘要 i
Abstract ii
目錄 iii
圖目錄 v
表目錄 vi
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究問題 4
第四節 研究範圍與限制 6
第五節 重要名詞釋義 8
第二章 文獻探討 9
第一節 工作環境 9
第二節 訓練成效 13
第三節 訓練遷移 27
第四節 職業承諾 36
第五節 工作環境、訓練成效、訓練遷移及職業承諾之相關研究 38
第三章 研究設計 49
第一節 研究方法 49
第二節 研究架構與研究假設 49
第三節 操作型定義 55
第四節 研究流程 57
第五節 研究對象 58
第六節 研究工具 58
第七節 資料分析方法 67
第四章 研究結果與討論 73
第一節 樣本描述 73
第二節 背景變項在各因素構面之認知差異分析 76
第三節 工作環境、職業承諾、訓練成效與訓練遷移之迴歸分析 89
第四節 研究分析與討論 105
第五章 研究結論與建議 113
第一節 結論 113
第二節 建議 117
參考文獻 119
中文部份 119
英文部分 124
附錄 133
附錄一 問卷審查之學者專家名單 133
附錄二 預試問卷 134
附錄三 正式問卷 138

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