本研究以金融保險業產業探討數位轉型教育訓練，探討家長式之仁慈領導對於數位轉型訓練移轉為結果變項，將認知自主、認知勝任、認知歸屬作為中介變項。
本研究發放網路問卷，以台灣金融業及保險業的員工為研究對象，共收回 229份有效樣本，利用 SPSS23 與 JASP0.16.1.0 進行統計分析。其研究顯示：(1) 家長式領導之仁慈領導對於認知自主、認知勝任、認知歸屬具有正向影響 (2) 認知自主、認知勝任、認知歸屬對於數位轉型訓練移轉具正向影響 (3) 認知自主、認知勝任、認知歸屬在家長式領導之仁慈領導與數位轉型訓練移轉之間具有部分中介效果。
在過往研究並無將自我決定論內在動機與數位轉型訓練移轉進行結合，本研究試圖彌補此研究缺口。且本研究結果證實，若要提升數位轉型訓練移轉之成效，企業需透過家長式領導之仁慈領導，能提升員工內在動機，增進員工認知自主、認知勝任、認知歸屬的基本心理需求，方能對於數位轉型訓練移轉具有正向影響。

This study tried to explore the effect of paternalistic benevolent leadership on the transfer of digital transformation training via cognitive autonomy, cognitive competence, and cognitive relatedness in financial and insurance industries.
This study utilizes online questionnaires to conduct surveys and focused on a personal level. In total, 229 valid questionnaires were collected from Taiwan's financial and insurance industries. This study utilized SPSS23 & JASP0.16.1.0 to verify the hypotheses. The results showed that: (1)Paternalistic leadership of benevolent leadership had a positive effect on cognitive autonomy, cognitive competence, and cognitive relatedness; (2)Cognitive autonomy, cognitive competence, and cognitive relatedness had positive effects on the transfer of digital transformation training; (3)Cognitive autonomy, cognitive competence, and cognitive relatedness had mediation impacts on benevolent leadership and transfer of digital transformation training. Previous studies have not combined the intrinsic motivation of self-determination theory with the transfer of digital transformation training, and this study fills the research gap. The results of this study confirm that to improve the transfer of digital transformation training, enterprises need to use paternalistic benevolent leadership, which can enhance employees' intrinsic motivation, and enhance employees' basic psychological needs of cognitive autonomy, cognitive competence, and cognitive relatedness to the transfer of digital transformation training has a positive effect.

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