現今高科技產業工作環境變化快速，工作訓練在提高員工績效方面可發揮重要作用，透過工作訓練可提供更優質的服務或產出亦可協助組織提升競爭優勢。組織透過工作訓練使員工藉由知識與經驗的學習，來發展新的技術和能力，以在工作範圍內有更佳的表現(Dhar, 2015)。更多的工作訓練使員工可以更有信心地完成自己的工作進而可增進角色認同，對特定角色具有更高的角色認同，則會產生更多該角色的角色表現。在職場的工作角色中，對於工作角色有更高的角色認同、認同自我且願意遵從特定被賦予角色的期待時，會感受到更真實的自我，因此也更願意參與組織決策，更投入於工作，進而產生更好的工作績效。獎酬經常被用來解釋員工在工作訓練成效的影響因素(De Gieter & Hofmans, 2015)，但不同的員工對獎酬類型的含義不同，偏好也不同。根據先前的研究，鮮少研究透過衡量員工對個人角色認同與獎酬類型來檢驗工作訓練對工作績效的影響，因此本研究目的是探討工作訓練對工作績效的影響，並檢驗組織中角色認同的中介效果與獎酬類型的調節效果。
本研究以新竹科學園區半導體相關產業的從業人員為研究對象，發放500份問卷，共回收469 份問卷，有效問卷回收率為93.8%。採用結構方程模式與迴歸分析法來驗證各變數間之關係。分析結果發現:(一)工作訓練對工作績效對具有正向影響關係。(二)工作訓練對角色認同對具有正向影響關係。(三)角色認同對工作績效具有正向影響關係。(四)角色認同在工作訓練與工作績效之間具有中介效果。(五)有形獎勵與心理獎勵在角色認同與工作績效之間皆具有調節效果。本研究將進一步探討研究貢獻、管理意涵、研究限制與未來研究建議。

Nowadays, the high-tech industry in the turbulent environment. Job training plays an important role in improving employee job performance. It can help organizations improve their competitive advantage through good job performance. Organizations utilize job training to make employees learn new knowledge and experience, thus developing new technologies and capabilities to achieve better performance within the scope of work (Dhar, 2015). More job training allows employees to perform their jobs with greater confidence and thus enhance role recognition. Having a higher role recognition for a specific role will produce more role performance. As for the job role in the workplace, employees who have a higher role recognition for the job role, self-identity and willingness to comply with the expectations of specific assigned roles will feel a more authentic self, and therefore more willing to participate in the organizational decision which in turn leads to better job performance. Rewards are often used to explain the influencing factors of employees' training effectiveness in the daily job (De Gieter & Hofmans, 2015), however, different employees have different meanings and preferences for reward types. According to prior research, few studies have examined the impact of job training on job performance by measuring employees’ perceptions for personal role identities and reward types. Therefore, the purpose of this research is to explore the impact of job training on job performance and examine the mediating effect of role identity and moderating effect of reward types in organizations.
This study collects data from the semiconductor-related industries of the Hsinchu Science Park. 500 questionnaires were distributed, and a total of 469 questionnaires were collected, indicating the response rate is 93.8%. Structural equation models and regression analysis were used to examine the relationship between variables. The analytical results show that: (1) Job training affects job performance positively (2) Job training affects role identity positively. (3)Role identity affects job performance positively. (4) Role identity mediates the relationship between job training and job performance (5)Tangible rewards and Psychological rewards moderate the relationship between role identity and job performance. Contributions, implications, and future studies will also be discussed.

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