A Study on the Effects of Training and Organizational Factors on Transfer of Training─ An Empirical Study of C Life Insurance Company

[[abstract]]面對日益競爭的壽險環境，企業為了提昇競爭力與追求永續經營的精神，對於員工的教育訓練與發展都相當重視。但是，實際上，員工在接受教育訓練之後，將其應用於實務上的操作則相當低，甚至不存在。所以，教育訓練所學無法有效地移轉至工作上，就是問題之一。因此，我們藉由員工參加教育訓練之後，對訓練移轉情況做一評量，來瞭解受訓同仁在回到工作崗位；所需要幫助及受訓員工在應用受訓所學時，遇到何種阻礙，並可對員工教育訓練提出改進之道。 本研究係以C公司為個案研究對象，探討受訓員工對於教育訓練與組織因素（個人因素、工作報酬、單位主管支持與同事態度）對訓練移轉的影響程度。本研究透過C公司全台五大訓練處之受訓員工發放1000份問卷，回收有效問卷800份，採用統計檢定方法包括：敘述性統計、因素分析、信度分析、LSD事後檢定、單因子變異數分析、迴歸分析及相關分析，本研究主要發現如下： 一、 因受訓員工個人基本資料之不同，對訓練移轉各問項會有不同的顯著差異。 二、 教育訓練與組織因素各構面問項均對訓練移轉有不同的顯著差異。 三、 教育訓練與組織因素對訓練移轉之影響不因性別不同而有所差異，但會因受訓員工其他基本資料不同，而有所差異。 四、 經由相關分析後，得知教育訓練與組織因素對訓練移轉之相關性強度大小依序為：個人因素、工作報酬、同事態度、教育訓練、單位主管支持。由此可知，個人因素對訓練移轉的影響性最大。 最後根據理論觀念架構與實證結果，本研究在第五章提出幾點建議事項，以供業者以及後續研究參考。[[abstract]]The competition in life insurance industry is getting violent. For getting the competitive advantages and continuing succeed and developing, employees training and skill development are particularly important. However, most employees don’t effectively transfer what they learned from their training programs in their daily practice or totally abandon the new knowledge and techniques. Therefore, we can see the major problem is that companies would never reach their expectation for transfer the new knowledge and techniques to their employees and enjoy the better performance and results from their training programs. Thus, we need to evaluate the performance of trainees and see how much new knowledge and techniques can they transfer to their jobs, and also try to understand what are the difficulties for stopping them to transfer their new knowledge and techniques. Moreover, the companies can improve their training programs in the future. This research is based on the C Life Insurance Company’s training program. In this research, we analyzed the effectiveness of transfer of training programs related to the training and organizational factors (personal, reward, supervisor’s support and colleague’s manner). At the beginning, we distributed 1000 questionnaires to the employees who were receiving training in 5 different training departments of the company in Taiwan, and we got back 800 effective questionnaires. The statistical methods we used to analyze the data are: descriptive statistics, factors analysis, reliability analysis, LSD examination, one-way analysis of variance, regression and correlation analysis. The main results of this research are: 1. There are different significant differences for questions about transferring of training according to different individual personal factors. 2. There are different significant differences about the questions of training and organizational factors on transfer of training. 3. The effects of training and organizational factors are disturbed by each individual personal factors except gender (male or female). 4. The correlation analysis showed the order of the correlation coefficients from big to small among the training and organizational factors on transfer of training is: personal factor, reward, and supervisors’ support colleagues’ manners training. We can see that the personal factor has the most powerful influence on the effectiveness of transfer of training. Base on these research results, In Chapter 5 we also gave some suggestions for both the company and the future possible research