| Summary: | 碩士 === 國立高雄應用科技大學 === 人力資源發展系碩士班 === 104 === The use and plan human resources effectiveness was the core value for enterprises to survive and develop. Furthermore, the two factors, training and innovation capability, were important key issues for human resource development of foreign and domestic enterprises. Therefore, the purpose of this study was to investigate and prove the relationship of the above two main factors and the other two related moderating factors, i.e. organizational career management and learning attitude. And the results of this study were expected to be helpful for industries and academy.This study took samples mainly from southern Taiwan, and employees of traditional industries, technological industries, and service industries were selected as research samples. Basing on convenient sampling , a total of 615 questionnaires were distributed and returned 591 questionnaires were valid; meanwhile, the return rate was 96.1%. The empirical results of this study were summarized as followings: (a) Training and innovation capability had significant positive relationship. (b) Organizational career management had a moderating effect between training and innovation capability; moreover, organizational career management strengthened the positive relationships between training and innovation capability. (c) Learning attitude did not strengthen the positive relationships between training and innovation capability. Finally, this study concluded the findings and gave suggestions for enterprises references in human resource management practices and related academic research.
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