企業生存均以其是否具有競爭力為前提，一個不具競爭力的企業勢必為環境所淘汰。從人力資本來看，在評斷企業競爭力强弱時，除了硬體設備以外，「人力資源」素質優劣則是最大關鍵所在；因此，各企業組織均投入大量人力與經費於教育訓練工作上，藉以培養高素質人力以為未來競爭做準備。
從個人角度而言，訓練不但可以提高個人的信心和工作滿足感，並且能改善其工作績效（Baldwin & Ford, 1988; Roat, 1988 ; Curry, Dobbins, & Ladd, 1994），換言之，完整而良好的教育訓練不但能增加個人自信心，且對員工個人工作績效具有提升之正面價值。然而根據Curry（1994）的估計認為，受訓者在受訓所學技能中，只有10-13%能成功地移轉至工作環境，這意味著浪費了約87-90%的訓練費用（黃芝華，1999）。另方面，「動機」是決定一個人是否“願意”從事某種活動的主要因素（Amabile, 1988）；換言之，員工「工作動機」對所有任務活動之成敗具有關鍵性的影響。
本研究採用問卷調查方式進行，以中華民國人壽保險商業同業公會現有之會員為基礎，並依據各公司之公開資訊公佈市佔率排名，選取八大壽險公司為研究對象進行調查。本研究利用階層迴歸來進行分析，以訓練移轉影響因素為自變項，員工個人工作動機為中介變項，員工個人工作績效為依變項，來探討工作動機在訓練移轉與工作績效間之關係是否具有中介效果。
研究結果發現訓練移轉影響因素對於員工個人工作績效的確會有影響，且工作動機在訓練移轉影響因素與工作績效間具有部分中介效果。顯示企業在進行教育訓練計畫時，可透過增加受訓者參訓動機或是挑選人格特質有較積極傾向之員工參與訓練，同時授課內容與授課方式也必須能使參訓者有較高滿意程度，再由工作環境中主管與同儕的支持、升遷與回饋制度與受訓後運用新技術的機會等因素的配合，藉由增加對員工工作動機，來獲得提升員工工作績效之目標。

Whether one organization can survive or not, it will depend on its competitiveness. In other words, an organization which is not competitive enough will be forced to leave from this competitive battlefield. On the perspective of human capital, while taking about the level of the organizational competitiveness, the quality of “human resource” is the key indicator besides the production equipment. In this case, almost every organization put efforts on employee training and education on talents for long-term planning.

On personal perspective, training does not only increase one’s confidence and job satisfaction, but also improve the performance （Baldwin & Ford, 1988; Roat, 1988; Curry, Dobbins & Ladd, 1994）. In other words, a complete training can increase personal confidence and job performance efficiency as well. Curry (1994) indicated that the only 10-13% trainees can transfer what they have learned from training program to their work, which turns out the waste of 87-90% training cost (Huang, 1999). Moreover, one’s willingness on participation depends on his motivation (Amabile, 1988) which implies that employees’ motivation will significantly influence their performance.

In this study, according to the released information of companies from The Life Insurance Association of The Republic of China, we have surveyed the employees of the top 8 companies. The variables including training transfer, as the independent variable, job performance, as the dependent variable, and work motivation, as the moderator, will be examined in this study. We are going to discuss that the work motivation will mediate the relationship between training transfer and job performance through hierarchical regression analyses.

The result indicated that training transfer significantly influence job performance and work motivation mediates the relationship between training transfer and job performance. In practice, the trainers can try to increase the trainees’ motivation on participation or consider those employees who are tend to be active on participation while developing organizational training program. Besides, the course design and teaching approaches can improve higher satisfaction of trainees. Increasing employees’ work motivation through social support from managers and colleagues, promotion incentives, new job skills learned from training programs to improve employees’ job performance.

目 錄
第一章 緒 論..........................................................................1
第一節 研究動機..................................................................2
第二節 研究目的...................................................................2
第三節 研究流程...................................................................3

第二章 文獻探討...................................................................5
第一節 教育訓練...................................................................5
第二節 訓練移轉..................................................................8
第三節 工作動機................................................................16
第四節 工作績效................................................................24
第五節 研究變項間之相關性............................................28

第三章 研究方法................................................................31
第一節 研究架構及研究假設............................................31
第二節 研究樣本................................................................34
第三節 分析方法................................................................36
第四節 變項操作性定義....................................................38
第五節 研究變項衡量工具...............................................41

第四章 實證分析................................................................49
第一節 樣本描述................................................................49
第二節 研究變項間關係探討............................................59
第三節 員工工作動機在「訓練移轉與工作績效關係間」之中介效果.........64

第五章 結論與建議...........................................................70
第一節 研究結論...............................................................70
第二節 研究建議...............................................................76
第三節 研究限制...............................................................78

參考文獻
中文書目............................................................................80
英文書目............................................................................83
附錄（一）........................................................................91
附錄（二）........................................................................95

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