建立高績效團隊是許多企業主急欲達成的目標之一，透過訓練課程的導入，協助組織成員具備團隊的觀念，瞭解團隊在不同的階段會有那些行為產生以及如何因應的技巧等，是普遍被企業採納最多的方式之一。然而，在國外有關「高績效團隊」訓練課程的成效評估並不多見，國內相關的研究也非常少。因此，本研究以某本土藥廠參加「高績效團隊」訓練課程之學員為研究對象。以Kirkpatrick所提出之四層次訓練成效評估模型為基礎，針對訓練成效的反應(課程滿意度)、學習(團隊知識)及行為(團隊行為)三層次來進行評估，以驗證Kirkpatrick所提出之模型。同時也對可能影響訓練成效之個人因素(自我效能、參訓動機)、組織因素(社會支持、工作限制)進行探討。
本研究使用之研究設計為準實驗設計，全體研究樣本共150名，編為訓練組，(50名以兩天體驗學習方式上課，另50名以兩天課堂講授方式上課)與控制組(未參與訓練之員工為50名)。以敘述統計、獨立樣本t檢定、配對樣本T檢定、多元迴歸分析等統計方法，來探討變數間之關係，所得到的結果如下：
1、受訓者於訓練後的「團隊知識」會優於訓練前。
2、以「體驗學習」方式上課的受訓者其「團隊知識」及「團隊行為」都有顯著的提升，表示「高績效團隊」課程以體驗學習方式之訓練成效良好。
3、以「課堂講授」方式上課的受訓者其「團隊知識」有顯著的提升，但是其「團隊行為」則沒有影響。
4、.受訓者之「自我效能」及「參訓動機」對於訓練成效沒有影響。
5、工作環境中之「工作限制」及「社會支持」與團隊知識之交互作用對於「團隊行為」沒有影響。
根據研究結果，本研究提出一些建議：
(一) 對於個案公司之建議
把訓練與績效考核及升遷制度結合在一起，另外訓練評估應做到行為層次的評估。
(二) 對未來研究的建議
可針對Kirkpatrick之四層次模型做完整驗證

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