因應全球快速變化的經營環境，企業若欲不斷地提昇經營效率，強化國際競爭力，員工的能力將會是企業在這詭譎多變的經營環境得以生存的重要因素。一般企業在設計規劃執行訓練時，較少會考量員工是否有積極參與此訓練課程的動機，或是員工的自我效能及知覺組織支持對訓練成效之影響。本研究以個案公司的六標準差課程為研究對象，透過員工的學習動機、組織支持及自我效能等影響因素，並藉由Kirkpatrick層次評估模型探討員工的訓練成效，以找出影響訓練結果的關鍵因子。
研究結果發現訓練後對訓練內容的瞭解程度會優於訓練前，並經過迴歸分析發現學習動機透過訓練成效影響考試成績。因此，訓練成效在學習動機與考試成績間扮演了中介的角色；而員工的自我效能與知覺組織支持具有部份調節的效果。

In face of a rapid change in global managing environment, the employee will determine an enterprise’s managing efficiency and international competitiveness for survival. In the training for executing business plans, an enterprise usually does not seek active employee participation nor consider the impact of the employee consciousness and organizational support on the training result. This study investigated the employee training effectiveness based on six-sigma training courses along with the employee learning motivation, self-efficacy, and organizational support to find key factors impacting the training result by using the Kirkpatrick's learning-evaluation model.
This investigation unveils that employees become more familiar with business plans after the training; a regressive analysis also reveals that an employee’s motivation during the training affects the employee’s test result. Therefore, the training effectiveness plays an important role between self-motivation and test result; the self-efficacy as well as the organizational support also impacts the training effectiveness.

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