臺、日、英、德企業教育訓練制度與組織績效關係之比較研究; Relationships between Training Practices and Organizational Performance：A Comparison of Taiwan, Japan, Britain and Germany

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题名:	臺、日、英、德企業教育訓練制度與組織績效關係之比較研究;Relationships between Training Practices and Organizational Performance：A Comparison of Taiwan, Japan, Britain and Germany
作者:	胡雯雯;Wen-Wen Hu
贡献者:	人力資源管理研究所
关键词:	教育訓練;組織績效;跨國比較;training;organizational performance;cross-cultural comparison
日期:	2002-06-21
上传时间:	2009-09-22 14:02:36 (UTC+8)
出版者:	國立中央大學圖書館
摘要:	目前全球合作的趨勢逐漸增加，物料及生產設備取得的問題已不再是十分急迫的要項。如何維持有能力及忠誠的員工才是創造組織成功的重要因素。要獲得能夠創造競爭優勢的人力資源便是透過教育、訓練與發展來達成的個人與組織的學習。（Lin, 1996）。有鑑於教育訓練跨國比較之研究較少，以及鮮少研究探討教育訓練為組織所帶來的效益之緣故，希望藉由本研究瞭解臺、日、英、德四國企業教育訓練制度的實施現況；瞭解訓練經費、員工受訓比例、員工平均受訓天數以及教育訓練實施程序是否因國別不同而有差異；並且期望能夠瞭解臺、日、英、德四國企業教育訓練制度執行過程與組織績效的關係。研究結果發現，國別確實會對教育訓練措施產生差異的影響，而服務業在各項教育訓練的投資及執行情形大致上都比製造業來得完善；組織規模在1000人以上的企業在各項教育訓練措施的執行情況也比規模較小的企業為佳；在組織成立時間方面，大體而言以成立時間較短的企業表現較好。至於教育訓練措施與組織績效的關係，研究結果顯示，訓練方案完整性對於經營績效具有顯著的正向影響效果；對員工離職率最具影響力的變項為接受內部或外部訓練員工的比例，然其影響效果為正向，造成此結果可能的原因為離職率較高的公司，新進人員較多，因此必須接受訓練的員工比例也較高的緣故。 In an era of global competition, human resources play an important role in gaining or maintaining competitive advantages. The best way to achieve this goal is through training and education. Although almost every company increasingly emphasizes the importance of training, there are still few companies or academic studies which evaluate the effects of training. Since the needs of global cooperation are increasing, comparative studies become more and more important. However, few comparative researches on training are conducted. Therefore, the purpose of this study is not only to investigate the training practices in companies of Taiwan, Japan, Britain and Germany, but also to find out the relationship between training practices and organizational performance. In order to get a clear picture of training practices of these four countries and to find out the relationships between training and organizational performance, this study is separated into two parts. The first part uses descriptive analysis to describe sample characteristics and training practices, and uses one-way ANOVA and Crosstab analysis to compare the variations of training practices among countries and to see if these practices are affected by company attributes (type of industry, age of company and number of employees). The second part is to find out the relationships between training practices and organizational performances; therefore, correlation analysis, logistic regression and linear regression analysis are employed. The results of this research are as follows. There are significant differences of training practices among companies in these four countries; besides, training practices have positive effects on organizational performance; that is, the more integrated the training systems are, the better the organizational performance will be. The author expects this study will make some contributions to the cross-cultural researches on training practices and sincerely hope that it will arouse more people’s interests and concerns on the effects of training.
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