【作者】 叶青；

【导师】 李明斐；

【作者基本信息】 大连理工大学 ， 组织行为与人力资源管理， 2009， 硕士

【摘要】 员工培训是企业人力资源开发的最主要工作,是现代组织永续发展的一条重要途径。虽然企业了解培训对企业发展的重要性,同时也投入大量人力、物力和财力于培训当中,但是培训效果不理想。如何提高培训效果,如何将培训成果转移到实际工作当中,提高工作效率成为目前培训领域研究焦点。培训迁移是指受训员工将培训所学知识、技能有效地、持续地运用于工作之中。组织可以通过提高员工知识的运用能力,进而提高他们个人绩效,最终实现组织目标。本研究总结培训迁移领域文献,发现以往对培训迁移的研究主要考察培训迁移的三方面影响因素:个人特征因素、培训设计因素和组织因素,很少考察文化对培训迁移的影响。本文从学习型文化视角出发,考察学习型文化对培训迁移的影响,并深入剖析其作用路径,通过个体特征、工作任务、组织干预措施三者的相互匹配促使个体将培训所学更好地迁移和应用到实际工作中,从而提高个人工作绩效。研究首先确定了研究工具,在文献法的基础上构建了培训迁移量表,通过访谈、专家咨询、因素分析和信度、效度检验等步骤,形成共包含2个维度的培训迁移量表,包括培训迁移动机和培训迁移效果。学习型文化量表选用Watkins和Marsick提出的学习型文化量表,并采用验证性因素分析法检验其是否能应用于中国企业。本文调查大连、杭州、上海等地多家企业,有效回收了328份问卷,其有效回收率为82.3%。通过相关分析和回归分析,本研究揭示了学习型文化中的个体学习、团队学习和组织学习对培训迁移效果的影响程度以及产生差异的原因,构建并检验了学习型文化和培训迁移动机对培训迁移效果综合作用模型。本研究的不足之处在于样本不足,且缺乏层次性,个体特征只采用了培训迁移动机变量。在今后研究当中可以增加样本量,同时提高样本的层次性,增加其他的个人变量,提高研究的全面性。更多还原

【Abstract】 Training is the main work of human resource development and it is one of most important way for enterprises to seeking permanent development. So how to improve training effectiveness and how to motivate stuff to apply what they have learned become the most important issue in training field. Training transfer means that trainees use knowledge and skills learned in trainings on the jobs. An organization can realize its target through improve staff’s skill of knowledge application. This paper finds that most study about training transfer focus on the three aspects of training transfer factors, including individual characteristic factors, training design factors and organizational factors. But culture is rarely concerned. As a matter of fact, a learning culture can provide a good environment for the employees who take part in training to use their new knowledge and skills. The paper aims is to test the way how learning culture affecting training transfer in order to improve the effect of trainees using knowledge and skills learned in trainings on the jobs through matching individual characteristic, job task and organizational intervention policy.The training transfer scale of this study is developed by the author on the basis of literatures. The developing process includes interviewing, expert consultation, factor analysis, reliability and validity test. After that, the training transfer scale is formed, which contain two dimensions. This paper chooses Dimensions of Learning Organization Questionnaire (DLOQ) designed by Marsick and Watkins to measure the level of learning culture of Chinese enterprises.The research object is employee in project-driven enterprises. 328 valid data are collected and the valid collecting rate is 82.3%. According to the data and analysis, there are some research conclusions. First this study explores the different impact effect of individual learning, team learning and organizational learning on training transfer effectiveness. Second, the study exams the integrative impact of learning culture and individual characters on training transfer effectiveness.更多还原