组织转化氛围与培训转化成效关系实证研究——以学习导向为调节变量

An Empirical Study on the Relationship between the Organization Transformation Atmosphere and the Training Transformation Effect——with learning orientation as the moderating variable

如何提高培训成果转化成效,已成为培训管理实践者和研究者关注的焦点。通过结合培训成果转化相关理论,侧重关键个体特征和关键环境因素变量,采用问卷调查和实证分析手段,以某上市保险公司为调查对象,分析学习导向和培训转换氛围对培训成果转化成效的影响。研究证实个体学习导向和转化氛围(主管支持、同事支持)对培训成果转化成效有显著的积极影响。同事支持、结果反馈对培训成果转化之维持成效的作用大小取决于受训者学习导向的高低,学习导向程度高的受训者更善于利用同事提供的人际支持,其转化成效较好,更不容易受结果和奖励因素的影响,而学习导向程度低的个体,更在意外界反馈和强化,提供结果反馈有利于提高其转化成效。

How to improve the transformation effect of training results has become the focus of the practitioners and researchers of training management. Observing the relative theories of the transformation of training results, empha-sizing the variables of key individual characteristics and key environmental factors, employing questionnaire investiga-tion and empirical analysis, taking some listed insurance company as an example, this study tries to analyze the influ- ence of learning orientation and the training transformation atmosphere on the transformation effect of training re-sults. The study shows： individual learning orientation and training transformation atmosphere （the support from the supervisor and the support from colleagues） have an obvious and. positive impact on the transformation effect of train-ing results. The role of the support from colleagues and result feedback in maintaining the transformation effect of training results depends on the learning orientation of trainees. Trainees of high learning orientation are more apt to make use of the interpersonal support from colleagues and can achieve a better transformation effect, less likely to be affected by the results and rewards ; trainees of low learning orientation are more attentive to the outside feedback and consolidation, so the provision of results helps improve the transformation effect.