A Study of Training Transfer and Performance – Moderating effect of Job Satisfaction

• Main Author: 蔡月足
• Other Authors: 蔡佳翰
• Format: Others
• Language: zh-TW
• Published: 2018
• Online Access: http://ndltd.ncl.edu.tw/handle/wqr658

碩士 === 國立嘉義大學 === 管院碩士在職專班 === 106 === Facing increasingly fierce competition, the enterprises need to enhance their competitiveness to achieve the ultimate management goals. As a result, the enterprises make every endeavor to search and acquire talents, and, as importantly, to retain good people. The first thing in retaining talents is to put people at the right spots, namely, to match talents to their functions, and continuously doing so by developing people through trainings, so that the division of labor would be functional, and the organizations would continue to grow and thrive. However, given the increasing emphases on training, there are concerns about whether if the investment on training is worthy or not. One of the reasons for such a concern is the extent to which the employees would practice what they learn in training activities on their daily work. Previous research has indicated that transfer of training knowledge and skills impact performance positively, and job satisfaction also has a positive influence of performance; however, there has never been research exploring the interaction effect of training transfer and job satisfaction. This study used data collected through survey questionnaire containing items about training transfer, job performance and job satisfaction from employees of a company based in Chiayi, Taiwan. 160 valid questionnaire were collected and data analyzed. The following findings were derived: 1. Employees with managerial titles has higher job satisfaction and job performance. 2. Training transfer has positive influence on job performance. 3. Job satisfaction has positive influence on job performance. 4. Job satisfaction moderated that effect of training transfer and job performance partially.