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研究生: 莊雯霞
CHUANG, Wen-Hsia
論文名稱: 團隊領導才能培訓方案成效評估之研究-以M公司為例
Evaluating the Effectiveness of the Team Leadership Training Programs-The Case of M Company
指導教授: 黃能堂
Huang, Neng-Tang
學位類別: 碩士
Master
系所名稱: 科技應用與人力資源發展學系
Department of Technology Application and Human Resource Development
論文出版年: 2013
畢業學年度: 101
語文別: 中文
論文頁數: 198
中文關鍵詞: 團隊團隊領導者領導才能訓練移轉訓練成效評估
英文關鍵詞: team, team leader, leadership competency, transfer of training, training effectiveness evaluation
論文種類: 學術論文
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  • 企業要永續經營最重要的是讓組織團隊的領導人才不斷層並能持續地與時俱進,創造團隊人才的競爭優勢,因此,建構一套適合於企業領導管理人才的才能模式及其培育發展機制,是相當重要的策略。
    本研究運用個案研究法,針對M企業實際進行的一套團隊領導才能培訓方案作為研究個案,以Kirkpatrick訓練評估模式為基礎,透過課程滿意度、課程學習成效評估、管理才能評鑑量表分別來進行訓練評估模式中的反應層次、學習層次、行為層次成效評估,其中行為層次是運用前後測控制的對照設計方法,來測驗受訓者與未受訓者在訓練前後的才能項目進步程度,經獨立樣本t檢定分析之結果,受訓者在訓練後的進步幅度,明顯高過於未受訓者,表示培訓方案的行為層次訓練成效顯著。
    本研究同時從影響訓練移轉相關因素中之受訓者自我效能、參與訓動機、主管支持度等三個層面與行為層次訓練成效進行相關性分析,結果顯示受訓者的參訓動機與行為層次的訓練成效呈現顯著之正相關。因此在規劃訓練方案同時,即應加入強化受訓者參訓動機的活動及機制,讓受訓者在訓練開始前即對訓練有清楚的認知,能感知到訓練對其本身的益處,除了能引發受訓者正向積極的學習態度外,更能趨使受訓者將訓練所學有效地移轉應用至工作上,對工作績效的提升與組織的競爭力都具有相當的助益。

    The most important for an enterprise’s long-term stability is that an organization team should not have gap in leader talents and should keep pace with the times to create competitive advantage for team leader. Therefore, construction of leadership competency model and cultivating development mechanism appropriate for leadership and management talents of an enterprise is an extreme strategy.
    Case study method used in this study. For M Company ongoing set of team leadership training program as a case study. Based on Kirkpatrick training evaluation model, useing curriculum satisfaction, course learning outcomes, management competency assessment scale for training evaluation model reaction level, learning level, behavioral level of training effectiveness evaluation. Among them, the behavior of the control level is measured before and after the use of a control design methods to compare before training and after training, trainees and non-trainees progress in leadership competency score. According to the result of independent sample t-test analysis, progress level for the trainee after training is significantly higher than that for non-trainee, showing significant training effectiveness for behavior level in the training program.
    The study also from the influence of factors related to transfer of training trainee's self-efficacy, training motivation, management support and the level of behavior training effectiveness for Pearson product-moment correlation analysis. The result is the training motivation of trainees participating in the training level of training effectiveness is positively correlated.
    Therefore, when planning training program should be designed to strengthen the training motivation in the training activities and rules. Trainees in the before of training has understanding of the perceived benefits of training on their own. It brings the trainee is not only learning from the positive attitude, but also drive the trainee to effectively transfer what learned from the training to apply to work, which is great helpful for the increase of work performance and organization competitiveness.

    中文摘要 i ABSTRACT iii 目  錄 v 表  次 vii 圖  次 ix 第一章 緒論 1 第一節 研究背景與動機 1 第二節 研究目的與待答問題 4 第三節 研究範圍與限制 5 第四節 重要名詞解釋 8 第二章 文獻探討 15 第一節 團隊領導者的角色、功能與任務 15 第二節 團隊領導才能相關文獻 23 第三節 教育訓練相關文獻 40 第四節 訓練移轉與訓練評鑑相關文獻 46 第五節 訓練成效相關因素探討 67 第六節 訓練成效相關研究文獻 78 第三章 研究設計與實施 85 第一節 研究設計與架構 85 第二節 研究方法及流程 88 第三節 研究對象 94 第四節 M公司團隊領導才能培訓方案 99 第五節 研究工具 109 第六節 資料分析方法 119 第四章 研究結果與討論 121 第一節 敍述性統計分析 121 第二節 培訓後學習層次訓練成效分析-講師整體觀察與回饋 128 第三節 培訓後行為層次訓練成效分析 133 第四節 培訓後行為層次訓練成效分析-主管焦點團體訪談 134 第五節 行為層次相關因素之探討 138 第六節 研究結果及重點分析 139 第五章 結論與建議 143 第一節 研究結論 143 第二節 研究建議 147 參考文獻 153 一、中文部分 153 二、外文部分 157 附  錄 167 附錄一 訓練課程學習成效暨滿意度調查問卷表(一) 169 附錄二 訓練課程學習成效暨滿意度調查問卷表(二) 171 附錄三 訓練課程學習成效暨滿意度調查問卷表(三) 173 附錄四 訓練課程學習成效暨滿意度調查問卷表(四) 175 附錄五 M公司管理才能評鑑量表(主管評核) 177 附錄六 學員自我效能、參訓動機、主管支持度問卷表 179 附錄七 主管焦點團體座談題目大綱 181 附錄八 問卷內容效度專家審查名單 182 附錄九 專案內容效度審查彙整表 183 附錄十 直屬主管焦點團體訪談彙整表 193

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