KIRKPATRICK'S LEVELS OF TRAINING CRITERIA: THIRTY YEARS LATER
回顾柯克帕特里克1959年提出的培训评估四层级模型（反应、学习、行为、结果），检验其三个关键假设的有效性，并分析各层级在文献中的使用频率及相互关联，对培训研究者和管理者有参考价值。
Kirkpatrick's model (1959a, 1959b, 1960a, 1960b) of training evaluation criteria has had widespread and enduring popularity. This model proposed four “levels” of training evaluation criteria: reactions, learning, behavior, and results. Three problematic assumptions of the model may be identified: (1) The levels are arranged in ascending order of information provided. (2) The levels are causally linked. (3) The levels are positively intercorrelated. This article examines the validity of these assumptions, the frequency of each level in published evaluation studies, correlations from the literature in regard to Assumptions 2 and 3, and implications for the researcher and training manager.