永續訓練移轉意指員工將永續訓練課程內容應用到工作中，有效解決企業永續問題、改進永續工作流程，也提高永續工作效率。自我決定論是重要的動機理論，過往被應用在教育、心理學等領域。因而本研究以自我決定論之認知自主、認知勝任、認知歸屬作為前置變項，綠色組織公民行為作為中介變項，永續訓練移轉為結果變項。
本研究發放網路問卷，研究對象為有參加過公司內部永續教育訓練課程或是參與過外部機構舉辦永續教育訓練課程的企業員工，回收有效問卷176份，透過統計軟體SPSS和JASP進行結果分析。研究假設大多成立，以下為成立之假設：(1)認知勝任正向影響綠色組織公民行為；(2)認知歸屬正向影響綠色組織公民行為；(3)綠色組織公民行為正向影響永續訓練移轉；(4)認知自主正向影響永續訓練移轉；(5)認知勝任正向影響永續訓練移轉；(6)綠色組織公民行為在認知勝任和永續訓練移轉間具有中介效果；(7)綠色組織公民行為在認知歸屬和永續訓練移轉間具有中介效果。以下研究假設為不成立：(1)認知自主與綠色組織公民行為無關；(2)綠色組織公民行為在認知自主與永續訓練移轉間不具有中介效果；(3)認知歸屬與永續訓練移轉無關。
根據研究結果提出以下結論與建議，認知自主在與綠色組織公民行為的直接效果不成立，與綠色組織公民行為與永續訓練移轉的中介效果也不成立，顯示提升員工認知自主前，建議應先增加員工對於永續議題的關聯感。另外綠色組織公民行為在認知歸屬與永續訓練移轉間具有完全中介效果，認知歸屬需要透過員工綠色組織公民行為之展現，才會造成良好永續訓練移轉。

Sustainable training transfer refers to employees applying the content of sustainability training courses to their work, effectively addressing corporate sustainability issues, improving sustainable work processes, and enhancing sustainable work efficiency. Self-Determination Theory is an important motivational theory that has been applied in fields such as education and psychology. Therefore, this study takes perceived autonomy, perceived competence, and perceived relatedness as antecedent variables, green organizational citizenship behavior as a mediator variable, and sustainable training transfer as the outcome variable.
This study distributed online questionnaires to employees who have participated in internal sustainability education training courses within their companies or external training courses organized by other institutions. A total of 176 valid questionnaires were collected and analyzed using statistical software SPSS and JASP. Most of the research hypotheses were supported. The following hypotheses were found to be supported: (1) Perceived competence positively influences green organizational citizenship behavior; (2) Perceived relatedness positively influences green organizational citizenship behavior; (3) Green organizational citizenship behavior positively influences sustainable training transfer; (4) Perceived autonomy positively influences sustainable training transfer; (5) Perceived competence positively influences sustainable training transfer; (6) Green organizational citizenship behavior mediates between perceived competence and sustainable training transfer; (7) Green organizational citizenship behavior mediates between perceived relatedness and sustainable training transfer. The following research hypotheses were not supported: (1) Perceived autonomy is unrelated to green organizational citizenship behavior; (2) Green organizational citizenship behavior does not mediate between perceived autonomy and sustainable training transfer; (3) Perceived relatedness is unrelated to sustainable training transfer.
Based on the research results, the following conclusions and suggestions are proposed: perceived autonomy has no direct effect on green organizational citizenship behavior and no mediating effect on green organizational citizenship behavior and sustainable training transfer. This suggests that before enhancing employees' perceived autonomy, it is advisable to first increase employees' sense of relevance to sustainability issues. Additionally, green organizational citizenship behavior fully mediates between perceived relatedness and sustainable training transfer. Perceived relatedness needs to be demonstrated through employees' display of green organizational citizenship behavior to achieve positive sustainable training transfer.

勤業眾信（2023）。2023 CxO調查：從財務長角度看企業永續發展。https://www2.deloitte.com/content/dam/Deloitte/tw/Documents/about-deloitte/deloitte-cxo-esg-report-tw.pdf
蔡承璋（2023，7月14日）。培訓三「跨」特質，打造因應ESG浪潮的永續人才。經濟部產業人才發展資訊網。https://www.italent.org.tw/ePaperD/35/ePaper20230700007
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