本研究驗證兩個在工作環境中的訓練後強化措施對績效考核訓練效果的提升，分別為程序擔責及結果擔責。利用桃園縣某醫療院所之30名中高基層主管，藉由四組後測準實驗設計，驗證此二者作為訓練後強化措施對主管考核訓練成效的影響。第一組主管只接受考核偏誤訓練(控制組)，第二組主管接受考核偏誤訓練加上程序擔責(實驗組)，第三組主管接受考核偏誤訓練加上結果擔責(實驗組)，第四組主管則是接受考核偏誤訓練加上雙重擔責(實驗組)。結果發現接受結果擔責作為訓練後強化措施之主管其考核訓練成效僅能提升考核正確性；而接受程序擔責及雙重擔責作為訓練後強化措施之主管其考核訓練成效能同時有效降低考核偏誤以及提升考核正確性；但雙重擔責相較於程序擔責或結果擔責對考核訓練成效的影響，並未達統計上顯著水準，值得後續研究繼續探究並驗證。

This study examined the impact of 2 posttraining on-the-job supplements to a training program focused on rating performance for all level managers — process accountability and outcome accountability. Utilizing a sample of 30 trainees from a hospital in Taoyuan County ,the impact of these supplements was assessed by examining posttraining performance across 4 training conditions in a quasi-experimental framework: (1) classroom training only, (2) classroom training with process accountability, (3) classroom training with outcome accountability, and (4) classroom training with process accountability and outcome accountability. The results demonstrated that each supplement and both supplements are useful extensions to formal classroom training for enhancing trainees’ rating performance. These findings are discussed along with directions for future training effectiveness research.

一、中文部分
陳慧娟(2008) ，程序擔責與參考架構訓練對績效考核正確度之影響-動機與能力整合觀點之實驗設計，國立中央大學人力資源管理所博士論文。
鄭淑翎(2009)，績效責任與參考架構訓練對績效考核正確度之影響，國立中央大學人力資源管理所碩士論文。
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