RESEARCH AND APPLICATION ON
INFLUENCING FACTORS OF TRAINING
EFFECT OF TF COMPANY
A Master Thesis Submitted to
University of Electronic Science and Technology of China
Discipline: Master of Business Administration
Author: Jia Mingyu
Supervisor: Zhao Weidong
School: School of Management and Economics
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本人声明所呈交的学位论文是本人在导师指导下进行的研究
工作及取得的研究成果。据我所知，除了文中特别加以标注和致
谢的地方外，论文中不包含其他人已经发表或撰写过的研究成果，
也不包含为获得电子科技大学或其它教育机构的学位或证书而使
用过的材料。与我一同工作的同志对本研究所做的任何贡献均已
在论文中作了明确的说明并表示谢意
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摘要
I
摘要
人力资源逐渐成为企业的一项核心竞争力，企业除了通过招聘获得优秀的人
才以外，更多的是通过培训的方式建立起自身的人才队伍。培训这个概念自20世
纪初最早由泰勒提出开始，在企业内发展已超过百年。作为自负盈亏的盈利性组
织，企业对培训的投入需要考虑其产出，即获得良好的培训效果，但是在实践中
培训效果会受到诸多因素的影响
目前对于培训效果影响因素的研究很多，在已有的研究中主要形成了从组织
因素、个人因素和培训设计因素三个维度作为自变量进行研究的模式，但是根据
研究对象或者研究假设的不同，其包含的具体影响因子则不一样，得出的结果也
不尽一致。所以在培训实践中，没有适用于所有企业的范式模型
本文以TF公司为研究对象，基于理论研究的基础上，结合TF公司的现状提
出研究假设，然后利用问卷调查的方法对培训效果的影响因素进行量化研究。通
过因子分析得出培训效果的影响因素包括三方面：其中组织因素有同事和管理者
支持、组织培训氛围；个人因素有培训动机、自我效能；培训设计因素有培训内
容和方式、讲师水平，共计六个因子。以及培训效果有培训满意度和对工作有辅
导价值两个因子。再通过回归分析得出对培训满意度有正向影响的因子有讲师水
平，培训动机、组织培训氛围、同事和管理者支持。对工作有辅导价值有正向影
响的因子有培训内容和方式、组织培训氛围、自我效能、培训动机、同事和管理
者支持，而讲师水平对工作有辅导价值有微弱负向影响。最后根据实际，结合质
量管理的七大原则建立了适合于TF公司的机制，以发挥各影响因子的作用，从而
确保今后培训效果的提升
关键词：员工培训，培训效果，组织因素，个人因素，培训设计
ABSTRACT
II
ABSTRACT
Human resources have become a core competitiveness of enterprises gradually.
Enterprises obtain outstanding talent to establish their own talent team in addition to
recruiting but more by training. Since the beginning of the 20th century, Taylor put
forward the concept of training and has been developing in the enterprise for over 100
years. As a self-financing profit organization, enterprises investment in training should
pay attention to its output, which is to obtain the good training effect. However, the
training effect will be affected by many factors in practice.
At present, there are many researches on the influencing factors of training
effectiveness. In the existing researches, we mainly formed the mode of researching
from the three dimensions of organizational factors, personal factors and training design
factors is taken as independent variables. However, depending on the research object or
research hypothesis, the specific impact factors are different and the results obtained are
not the same. Therefore, in the training practice, there is no paradigm model suitable for
all enterprises.
Based on the theoretical research and the current situation of TF company, this
paper takes the TF company as the research object and puts forward the research
hypothesis. And then carry on the quantitative study on the influence factors of the
training effect by questionnaire survey. It is concluded that the influence factors of
training effect include three aspects by the factor analysis: organizational factors include
Support from Colleagues and Managers, and Organizing Training Atmosphere;
individual factors include Training Motivation and Self-efficacy; training design factors
include Training Content and Methods, and Instructor Level. And the training effects
include Training Satisfaction Degree and Counseling Value of the Work. After that, it is
concluded that there are Instructor Level, Training Motivation, Organizational Training
Atmosphere, Support from Colleagues and Managers with positive influence on
Training Satisfaction by regression analysis. Factors that have a positive impact on the
Counseling Value of the Work include Training Content and Methods, Organizational
Training Atmosphere, Self-efficacy, Training Motivation, Support from Colleagues and
Managers, while Instructor Level has a slight negative impact on the Counseling Value
of the Work. Finally, according to the actual situation, a mechanism suitable for TF。