| Summary: | 碩士 === 國立高雄應用科技大學 === 人力資源發展系碩士班 === 103 === With the advent of the globalization and global competition for talent, human resources units have engaged in training one after another and have focused on post-training knowledge and skill applications to keep up with the tide of global competition for talent. According to related studies, personal traits, organizational and environmental factors, and work performance of employees have an impact on post-training skill transfer. If organizations pay close attention to these factors, they will be able to cut down costs and successfully predict work performance. In this study, the relationship among core self-evaluation, transformational leadership, and training transfer were explored. Additionally, whether or not employees’ work engagement produced mediating effects on core self-evaluation, transformational leadership, and training transfer was discussed.
Through distributing questionnaires to technology related industrial employees in Taiwan, a total of 400 questionnaire copies were distributed, and of which 382 copies were received. The effective returned rate is 95.5%. The research results obtained through hierarchical regression analysis are as follows:
1.Core self-evaluation has a positive effect on training transfer.
2.Transformational leadership has a positive effect on training transfer.
3.Core self-evaluation has a positive effect on work engagement.
4.Transformational leadership has a positive effect on work engagement.
5.Work engagement has a positive effect on training transfer.
6.Work engagement has a mediation effect on the relationship of core self-evaluation and training transfer.
7.Work engagement has a mediation effect on the relationship of transformational leadership and training transfer.
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