在社會環境快速變遷的時代裡，政府面臨民主意識高漲與社會各界的多方期待與要求，勢必帶來新的變革與挑戰。而公務人員是政府推動政務與提供服務的主體，其素質及能力是影響政府服務品質之關鍵因素，要強化及提昇公務人員能力的主要途徑即是透過訓練的規劃與執行。然在實施教育訓練後，有許多因素影響其訓練成效，致使訓練移轉至工作上的成效十分有限。本研究旨在探討影響公務人員訓練移轉之相關因素，並以個人因素、訓練課程設計、工作環境因素等面向切入，研究對象為台灣中高階主管公務人員，以其所參與過的管理類課程為主，進行問卷調查；問卷分委託當面發放與郵寄問卷兩部分，合計發出366份問卷，有效回收率63.93%。問卷調查結果以t考驗、單因子變異數分析、皮爾森積差相關及逐步多元迴歸分析進行分析，研究結果發現：受訓者在工作環境因素的整體知覺明顯低於其他變項，顯示其工作環境較不利於訓練移轉；不同服務年資在訓練移轉成效的「管理能力提昇」上達到顯著差異水準；個人因素、訓練課程設計、工作環境因素分別與訓練移轉成效皆呈顯著正相關；組織氣氛、外在誘因、教學方法對了解政府政策具顯著預測力；課程設計內容、同事支持、外在誘因、教學方法對行政溝通協調具顯著預測力；課程設計內容、同事支持、內在誘因、教學方法、組織氣氛對管理能力提昇具顯著預測力，以及其中除組織氣氛外，對內化認知改變亦具有同樣效果，最後提出研究建議與後續研究建議以供作參考。

With rapidly changing social environment, the government has been facing increasing democratic ideology of citizens and high expectations from multiple fields of the society. It is bound to trigger new reformation and challenge. Officials, who perform politic missions and provide services are possessing critical roles. Their qualities and capabilities are the key factors of influencing the services. To strengthen their abilities, the main approach is to make a training plan and take it into action. However, after conducting educational training, the effects are very marginal due to various factors.
The purpose of the research is to explore the related factors which influence the training transfer. Factors under investigation are personal characteristics, training design, and working environment. The research subjects were middle and high-ranking officials in Taiwan. The training content was mainly about management development courses. The questionnaires were distributed in person and by mail. The total questionnaires were 366. Valid return rate was 63.93%. Four statistical methods were applied to analyze the data: t-test, one-way ANOVA, Pearson product- moment correlation, and stepwise multiple regression. The findings from the study are as follows:
The factor of the integrated perception of the trainees is significantly lower than the other variables; significant differences exist in years of service for the training transfer in promoting the managerial competency; personal factors, training design and working environment all represent significant positive correlations with the effects of the training transfer; organizational climate, external incentives and teaching methods significantly predict the understanding of government policies; instructional design, coworker’s supports, external incentives and teaching methods significantly predict the administrative communication and coordination; instructional design, coworker’s supports, internal incentives, teaching methods and organizational climate significantly predict management capabilities; internal incentives, teaching methods, coworker’s supports and instructional design significantly predict internalized cognition.
Finally, suggestions were provided for further researches.

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三、網路資料
2004年我國公務人員訓練進修統計。2005年5月20日，取自http://www.cpa.gov.tw/cpa2004/fixpage/html2001/sta94s03f01.doc
考訓處(2005年5月18)。「行政院所屬訓練機構轉型規劃案」【公告】行政院人事行政局。2005年5月27日，取自http://www.cpa.gov.tw/cpa2004/pftrain/download/EXTR94051802.doc
全國公務人員人數(2004年版)【資料檔】。台北市：考試院。2005年5月20日，取自http://www.exam.gov.tw/stadoc/53.xls