| 摘要: | 在台灣人口結構高齡化與新進勞動力持續減少的趨勢下，企業正面臨前所未有的人力短缺壓力，尤以高技術勞力密集產業更受限於技術斷層與職場流動性高等挑戰。在此情境下，企業對於新進人員訓練成效的重視日益提升。然而，現有多數訓練成效評估多以滿意度調查或測驗分數為依據，較少深入探討訓練是否能有效奠定職能基礎與提升人力穩定性的心理歷程。
基於此，本研究以計劃行為理論（Theory of Planned Behavior, TPB）為基礎，建構整合「態度」、「主觀規範」與「行為控制知覺」之預測模型，探討其對職前訓練學習成效的影響，並聚焦於工作表現、組織承諾與員工留任等三項實務成效指標，以期建立兼具理論深度與實務應用價值的解釋架構。
本研究以台灣電梯產業 M 公司為實證場域，採用問卷調查法蒐集資料，共回收有效樣本 210 份。資料分析透過結構方程模式（SEM）進行假設驗證與模型適配度檢定，並輔以各構面影響路徑強度分析，提出具體管理意涵與訓練策略建議，以強化研究結果的實務貢獻。
研究結果顯示，「主觀規範」與「行為控制知覺」對行為意圖具顯著正向影響，且行為意圖對「工作表現」與「組織承諾」亦展現顯著影響，但對「員工留任」未達顯著水準。此外，計劃行為理論中增設的「行為控制知覺」對三項學習成效指標皆具顯著影響，顯示其在訓練成效提升中扮演關鍵角色。至於「態度」變數未呈現顯著效果，反映在高度制度與規範導向的訓練情境下，個人主觀認知的影響相對薄弱。
整體而言，本研究驗證了 TPB 模型於職前訓練成效分析的適用性，並指出「社會規範壓力」與「資源掌控知覺」為提升訓練成效的兩大關鍵心理因素。
;With Taiwan’s aging population structure and the continuous decline of new labor force entrants, enterprises are facing unprecedented labor shortages. This issue is particularly critical for industries with high demands for skilled labor, which also encounter challenges such as technological gaps and high workforce mobility. In this context, enterprises have increasingly emphasized the effectiveness of training programs for new employees. However, most current evaluations of training effectiveness primarily rely on satisfaction surveys or test scores, with limited exploration of whether training effectively establishes fundamental competencies and enhances workforce stability through underlying psychological mechanisms.
Based on this, the present study adopts the Theory of Planned Behavior (TPB) to construct an integrated predictive model incorporating the factors of “Attitude,” “Subjective Norm,” and “Perceived Behavioral Control.” The study investigates their influence on the effectiveness of pre-employment training programs, focusing on three practical outcome indicators: job performance, organizational commitment, and employee retention. The goal is to develop a model with both theoretical depth and practical application value.
This research uses M Corporation in Taiwan’s elevator industry as the empirical setting. Data were collected through a questionnaire survey, yielding 210 valid responses. Structural Equation Modeling (SEM) was applied to test the hypotheses and evaluate the model fit. Additionally, path analysis was conducted to assess the strength of relationships among variables, providing concrete managerial implications and training strategy recommendations to enhance the practical value of the findings.
The results indicate that “Subjective Norm” and “Perceived Behavioral Control” have significant positive effects on behavioral intention, and behavioral intention, in turn, significantly influences “Job Performance” and “Organizational Commitment.” However, its effect on “Employee Retention” was not statistically significant. Furthermore, “Perceived Behavioral Control,” as an extended factor in the TPB framework, demonstrated significant influence across all three learning outcome indicators, highlighting its critical role in enhancing training effectiveness. In contrast, the “Attitude” variable did not exhibit significant effects, suggesting that under highly regulated and structured training environments, personal subjective cognition plays a relatively weaker role.
Overall, this study validates the applicability of the TPB model in analyzing pre-employment training effectiveness and identifies “Social Norm Pressure” and “Perceived Behavioral Control” as two key psychological factors for improving training outcomes. |
