Back on the job – Individual and Organizational Influences on Training Transfer

Description

Nowadays, lifelong learning is regarded as an essential factor to take actively part in the constantly changing labour market (Commission of the European Communities, 2006). Consequently, both, the supply of and the demand for trainings grew enormously in the last few decades. How much and what kind of benefit trainings actually bring about, is, however, a question hotly debated. To contribute in finding an answer to this question and to learn more about the variety of influences in the process of training transfer, my PhD research focuses on this particular issue. On the basis of earlier findings in transfer research (Burke, & Hutchins, 2007; Holton, Bates, & Ruona, 2000; Kauffeld, Bates, Holton III, & Müller, 2008; Rouiller & Goldstein, 1997), three analyses are planned to clarify the impact of organizational climate on trainings transfer. Study 1 (N = 1044; trainings in different sectors: technique, economics, informatics & management) revealed a significant moderation effect of job dissatisfaction on the motivation to transfer, which, consequently, causes higher implementation rates. Interestingly, this moderation effect is indicated to be enhanced by individual performance self-efficacy on the one hand, and organizational rewarding on the other hand. Study 2 will try to replicate this moderation effect in a currently merged organization. Prospective studies are planned. My interest in the field of training transfer origins particularly from its practical significance at the very moment. Considering the enormous amount of time and money spent for trainings, a consolidated knowledge and guidance is of particular significance in times of crisis.

Period	26 Jun 2010
Event title	SoDoc2010, Jacobs University Bremen
Event type	Conference
Location	GermanyShow on map