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題名 我國公務人員薦任晉升簡任官等訓練移轉之研究
作者 李蘊真
貢獻者 孫本初
李蘊真
關鍵詞 訓練移轉
薦升簡訓練
移轉成效
受訓者特質
訓練課程設計
工作特質
高階文官
訓練黏性
評鑑中心
共通能力
日期 2006
上傳時間 18-九月-2009 15:51:19 (UTC+8)
摘要 面對全球化競爭，世界各國莫不積極運用人力資源，以追求競爭力。公務人力資源為政府最寶貴資源，而常任高階文官尤其甚然。目前我國公務人員晉升簡任官等，除透過升官等考試及格取得任用資格外，亦可透過薦升簡訓練及格取得任用資格。公務人員保障暨培訓委員會及所屬國家文官培訓所爰依薦升簡訓練辦法辦理薦升簡訓練，以培訓未來晉升簡任官等職務公務人員所需知識、技能和態度。
國家文官培訓所自2003年起，辦理薦升簡訓練，迄2006年止已有4,756人通過訓練，並在各領域擔任重要職務。唯查現行薦升簡訓練之相關法令及實務運作，就受訓者從薦升簡訓練中所獲得訓練成效之探究，並無相關配套措施與計畫。是以，本研究嘗試：
一、歸納檢閱訓練移轉文獻，個案實證調查，從中瞭解影響本研究訓練移轉因
素；
二、研究結果提供薦升簡訓練相關法令修正和實務運作參考。
案經本研究個案實證發現：
一、受測者對未來生涯發展產生不確定感和無力感；
二、訓練課程之規劃未能因人制宜；
三、機關管理者、監督者之支持和同僚互助，是增加訓練移轉成效之關鍵因
素；
四、在訓練過程中，男性受訓者比女性受訓者更同意訓練課程設計和內容；
五、40歲（含）以下之受訓者最不認同訓練期望；
六、同僚互助之認同，因受訓者之學歷高低而有所不同；
七、受訓者服務年之不同，最認同之訓練移轉因素也有所不同；
八、受訓者官職等級之不同，對訓練移轉因素無顯著差異情形存在。
本研究發現影響訓練移轉因素不一，除受訓者特質、訓練課程設計和工作特質等因素外，現行人事法令、管理制度，不無影響受訓者之移轉成效。基此，本研究分別就現行薦升簡訓練實施制度和現行人事法令和管理制度提出具體建議如下：
一、現行薦升簡訓練實施制度
（一）培訓所訓練型態宜適度調整，與民間企業訓練機構建立夥伴關係；
（二）訓練課程多樣性，講師多元化：
1.訓練課程規劃應配合受訓者特質和所屬機關屬性之不同，而有不同之課
程內容；
2.延聘講師應具專業專才，延聘管道多元化；
3.訓練科目、時數宜修改，人性化考量；
（三）訓練評量標準客觀化，評量方式彈性化：
1.專題研討；
2.案例書面寫作；
3.受訓者實務經驗分享；
4.個案分析；
（四）及格率未達七成時，建立補考制度，減少訓練資源浪費。
二、現行人事法令、管理制度
（一）活絡高階文官彈性調任制度
（二）給與訓練成績特優者適當獎勵並得優先陞任，以激勵受訓者
1.培訓所應主動作為
2.公務人員陞遷法宜配合修正
（三）受訓成績應確實與考核結合，以發揮訓練效能
薦升簡訓練自2003年開辦迄今僅為4年，已有4,756人通過訓練，在各領域擔任重要職務。高階文官肩負各機關實際政策規劃、制定、開創及推動等重要任務，對於機關組織發展與行政品質之提昇以及整個國家文官體制之健全發展，實有舉足輕重之影響。如何透過訓練以提昇簡任官等人員之素質，乃是保訓會和培訓所責無旁貸應面對之嚴肅課題。
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描述 碩士
國立政治大學
公共行政研究所
932560051
95
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0932560051
資料類型 thesis
dc.contributor.advisor 孫本初zh_TW
dc.contributor.author (作者) 李蘊真zh_TW
dc.creator (作者) 李蘊真zh_TW
dc.date (日期) 2006en_US
dc.date.accessioned 18-九月-2009 15:51:19 (UTC+8)-
dc.date.available 18-九月-2009 15:51:19 (UTC+8)-
dc.date.issued (上傳時間) 18-九月-2009 15:51:19 (UTC+8)-
dc.identifier (其他 識別碼) G0932560051en_US
dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/35726-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 公共行政研究所zh_TW
dc.description (描述) 932560051zh_TW
dc.description (描述) 95zh_TW
dc.description.abstract (摘要) 面對全球化競爭，世界各國莫不積極運用人力資源，以追求競爭力。公務人力資源為政府最寶貴資源，而常任高階文官尤其甚然。目前我國公務人員晉升簡任官等，除透過升官等考試及格取得任用資格外，亦可透過薦升簡訓練及格取得任用資格。公務人員保障暨培訓委員會及所屬國家文官培訓所爰依薦升簡訓練辦法辦理薦升簡訓練，以培訓未來晉升簡任官等職務公務人員所需知識、技能和態度。
國家文官培訓所自2003年起，辦理薦升簡訓練，迄2006年止已有4,756人通過訓練，並在各領域擔任重要職務。唯查現行薦升簡訓練之相關法令及實務運作，就受訓者從薦升簡訓練中所獲得訓練成效之探究，並無相關配套措施與計畫。是以，本研究嘗試：
一、歸納檢閱訓練移轉文獻，個案實證調查，從中瞭解影響本研究訓練移轉因
素；
二、研究結果提供薦升簡訓練相關法令修正和實務運作參考。
案經本研究個案實證發現：
一、受測者對未來生涯發展產生不確定感和無力感；
二、訓練課程之規劃未能因人制宜；
三、機關管理者、監督者之支持和同僚互助，是增加訓練移轉成效之關鍵因
素；
四、在訓練過程中，男性受訓者比女性受訓者更同意訓練課程設計和內容；
五、40歲（含）以下之受訓者最不認同訓練期望；
六、同僚互助之認同，因受訓者之學歷高低而有所不同；
七、受訓者服務年之不同，最認同之訓練移轉因素也有所不同；
八、受訓者官職等級之不同，對訓練移轉因素無顯著差異情形存在。
本研究發現影響訓練移轉因素不一，除受訓者特質、訓練課程設計和工作特質等因素外，現行人事法令、管理制度，不無影響受訓者之移轉成效。基此，本研究分別就現行薦升簡訓練實施制度和現行人事法令和管理制度提出具體建議如下：
一、現行薦升簡訓練實施制度
（一）培訓所訓練型態宜適度調整，與民間企業訓練機構建立夥伴關係；
（二）訓練課程多樣性，講師多元化：
1.訓練課程規劃應配合受訓者特質和所屬機關屬性之不同，而有不同之課
程內容；
2.延聘講師應具專業專才，延聘管道多元化；
3.訓練科目、時數宜修改，人性化考量；
（三）訓練評量標準客觀化，評量方式彈性化：
1.專題研討；
2.案例書面寫作；
3.受訓者實務經驗分享；
4.個案分析；
（四）及格率未達七成時，建立補考制度，減少訓練資源浪費。
二、現行人事法令、管理制度
（一）活絡高階文官彈性調任制度
（二）給與訓練成績特優者適當獎勵並得優先陞任，以激勵受訓者
1.培訓所應主動作為
2.公務人員陞遷法宜配合修正
（三）受訓成績應確實與考核結合，以發揮訓練效能
薦升簡訓練自2003年開辦迄今僅為4年，已有4,756人通過訓練，在各領域擔任重要職務。高階文官肩負各機關實際政策規劃、制定、開創及推動等重要任務，對於機關組織發展與行政品質之提昇以及整個國家文官體制之健全發展，實有舉足輕重之影響。如何透過訓練以提昇簡任官等人員之素質，乃是保訓會和培訓所責無旁貸應面對之嚴肅課題。		zh_TW
dc.description.tableofcontents 第一章 緒論
第一節 研究動機與目的………………………………………… 1
第二節 研究方法及限制………………………………………… 4
第三節 研究流程與研究範圍…………………………………… 5
第四節 重要基本概念
一、學習和訓練……………………………………………… 6
二、訓練黏性………………………………………………… 10
三、訓練和發展……………………………………………… 11
四、訓練規劃之系統化模式………………………………… 14
五、評鑑中心………………………………………………… 21
第二章 文獻探討
第一節 訓練移轉
一、 訓練移轉之意義 ……………………………………… 24
二、 訓練移轉之理論 ……………………………………… 26
三、 訓練移轉之障礙 ……………………………………… 27
四、 增強訓練移轉 ………………………………………… 32
第二節 影響訓練移轉之因素
一、 訓練移轉動機理論 …………………………………… 38
二、 訓練移轉設計理論 …………………………………… 42
三、 支持移轉氣候理論 …………………………………… 43
第三節 我國簡任非主管人員之共通能力
一、 簡任非主管人員所需公務知能 ……………………… 51
二、 建構簡任非主管人員共通能力 ……………………… 52
三、 簡任非主管共通能力與行政倫理 …………………… 54
第三章 我國公務人員薦任晉升簡任官等訓練制度現況分析
第一節 規劃辦理情形
一、 訂定訓練辦法及相關規定 …………………………… 56
二、 開班訓練 ……………………………………………… 57
三、 訓練對象 ……………………………………………… 58
四、 訓練課程及期間 ……………………………………… 58
五、 訓練經費 ……………………………………………… 58
第二節 訓練目標及課程內容…………………………………… 60
第三節 訓練評量方式 ………………………………………… 62
第四節 訓練結果和受訓者意見分析…………………………… 64
第四章 個案研究
第一節 研究架構 ……………………………………………… 71
第二節 研究假設 ……………………………………………… 72
第三節 統計分析方法 ………………………………………… 76
第四節 研究設計 ……………………………………………… 78
第五章 研究結果分析
第一節 研究樣本與樣本特性 ………………………………… 79
第二節 問卷信度與效度分析
一、 信度分析 ……………………………………………… 83
二、 因素分析 ……………………………………………… 84
第三節 各研究變項之描述性統計分析
一、 受訓者特質之描述性統計分析 ……………………… 88
二、 訓練課程設計之描述性統計分析 …………………… 90
三、 工作特質之描述性統計分析 ………………………… 93
四、 訓練移轉成效之描述性統計分析 …………………… 95
第四節 量表之差異分析
一、 性別 …………………………………………………… 99
二、 年齡 …………………………………………………… 102
三、 教育程度 ……………………………………………… 104
四、 服務年資 ……………………………………………… 106
五、 官職等 ………………………………………………… 109
六、 受訓年度 ……………………………………………… 110
第五節 訓練移轉之相關分析 ………………………………… 115
第六節 小結 …………………………………………………… 117
第六章 結論
第一節 研究發現
一、 受測者對未來生涯發展產生不確定感和無力感…… 119
二、 訓練課程之規劃未能因人制宜 ……………………… 120
三、 機關管理者、監督者之支持和同僚互助，是增加訓
移轉成效之關鍵因素 ………………………………… 120
四、 在訓練過程中，男性受訓者比女性受訓者更同意訓
練課程設計和內容 …………………………………… 121
五、 40歲（含）以下之受訓者最不認同訓練期望……… 121
六、 同僚互助之認同，因受訓者之學歷高低而有所不同…121
七、 受訓者服務年資之不同，最認同之訓練移轉因素也
有所不同 ……………………………………………… 121
八、 受訓者官職等級之不同，對訓練移轉因素無顯著差
異情形存在 …………………………………………… 122
第二節 建議
一、 現行薦升簡訓練實施制度
（一） 培訓所訓練型態宜適度調整，與民間企業訓練
機構建立夥伴關係 ……………………………… 124
（二） 訓練課程多樣性，講師多元化 ………………… 124
1.訓練課程規劃應配合受訓者特質和所屬機關屬
性之不同，而有不同之課程內容
2.延聘講師應具專業專才，延聘管道多元化
3.訓練科目、時數宜修改，人性化考量
（三）訓練評量標準客觀化，評量方式彈性化………… 126
1.專題研討
2.案例書面寫作
3.受訓者實務經驗分享
4.個案分析
（四）及格率未達七成時，建立補考制度，減少訓練資
源浪費 …………………………………………… 127
二、 現行人事法令、管理制度
（一） 活絡高階文官彈性調任制度 …………………… 128
（二） 給與訓練成績特優者適當獎勵並得優先陞任，以
激勵受訓者 ……………………………………… 129
1.培訓所應主動作為
2.公務人員陞遷法宜配合修正
（三）受訓成績應確實與考核結合，以發揮訓練效能… 130		zh_TW
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dc.language.iso en_US-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0932560051en_US
dc.subject (關鍵詞) 訓練移轉zh_TW
dc.subject (關鍵詞) 薦升簡訓練zh_TW
dc.subject (關鍵詞) 移轉成效zh_TW
dc.subject (關鍵詞) 受訓者特質zh_TW
dc.subject (關鍵詞) 訓練課程設計zh_TW
dc.subject (關鍵詞) 工作特質zh_TW
dc.subject (關鍵詞) 高階文官zh_TW
dc.subject (關鍵詞) 訓練黏性zh_TW
dc.subject (關鍵詞) 評鑑中心zh_TW
dc.subject (關鍵詞) 共通能力zh_TW
dc.title (題名) 我國公務人員薦任晉升簡任官等訓練移轉之研究zh_TW
dc.type (資料類型) thesisen
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