面對競爭日益激烈的環境，企業為了提升其競爭力，都相當重視員工的訓練。然而，實施教育訓練後所獲得的成效卻十分有限，其中一個原因就在於員工無法有效地將訓練所學移轉到工作上。
本研究以派遣至國立中山大學參與訓練課程之受訓人員為研究對象，探討受訓者之參訓動機、訓練設計以及工作環境因素對不同時期訓練移轉成效之影響。研究結果發現，參訓動機、訓練設計以及工作環境因素都與初期移轉及移轉維持有顯著正相關，進一步分析並發現三者均會透過初期移轉來影響移轉維持，此外，訓練設計並對移轉維持有直接的影響效果。

Facing the acute competition on today’s business market, many companies emphasize on employee training in order to improve their work performance. However, employees can not transfer learning to their real work and effects of training are limited.
The main purpose of the research was to investigate the impacts of training participation motivations, training designs, and work environments on effects of training transfer in different periods. There were 460 business employees taking training courses in a university involved in the study. The findings revealed that participation motivation, training designs, and work environments were positive related to learning transfer initiation as well as learning transfer maintenance. Furthermore, the former three variables would have an influence on later transfer maintenance through learning transfer initiation.