【摘要】 干部教育培训长期面临学用脱节的结构性困境，传统培训模式偏重知识传授而忽视成果转化。行动学习法虽强调“干中学”,但其在转化机制的理论解释上存在不足。以组织学习理论(SECI模型)与行动学习法的耦合为分析框架，重新审视干部培训成果转化的内在机理，提出涵盖社会化、外部化、组合化与内化四个维度的转化机制模型。基于某高校中层干部行动学习培训项目的实证分析，验证了该模型对提升培训成果转化率的有效性，并诊断出催化师能力缺口、组织支持不足、评估体系不完善等关键障碍。在此基础上，构建“训—研—用—评”全链条转化闭环，并从制度创新、主体培育、技术赋能三个维度提出优化路径，为提升干部培训转化效能提供理论参考与实践指引。更多还原

【Abstract】 Cadre education and training have long been plagued by a structural disconnect between learning and application, as traditional training models emphasize knowledge impartation while overlooking the training outcome transformation. Although action learning advocates "learning by doing",it offers limited theoretical explanations for the mechanism of outcome transformation. Employing the coupling of organizational learning theory(SECI model) and action learning as an analytical framework, this paper re-examines the mechanism of outcome transformation in cadre training and proposes a four-dimensional transformation mechanism aligned with the SECI processes(socialization, externalization, combination and internalization). Empirical analysis of an action learning training program for middle-level cadres at a university verifies the model′s effectiveness in improving the training outcome and identifies key barriers, including facilitators′ competency gaps, inadequate organizational support and flawed evaluation systems. Building on this, the paper establishes a full-cycle closed-loop transformation framework encompassing the stages of "training, inquiry, application and evaluation". Furthermore, it proposes optimization pathways from three dimensions: institutional innovation, capacity building of key actors and technological empowerment, providing theoretical reference and practical guidance for enhancing the training outcome transformation efficiency.更多还原