【作者】 李洪艳；

【导师】 李永鑫；

【作者基本信息】 河南大学 ， 应用心理学， 2011， 硕士

【摘要】 人力资源开发被定义为组织通过系统设计和实施,为其成员提供学习必要技能的培训机会,以满足组织现实和未来工作的需要。显然培训在人力资源开发中起着决定性作用。培训可以提高员工的工作能力、改善企业的工作质量。实际上,企业开展培训的最终目的是通过增加员工的知识、改善员工的态度、提高员工的技能来提高组织绩效。但由于员工不能有效地将培训所学迁移到工作中,往往会导致培训效果不佳。所谓培训迁移侧重于培训中学得的行为如何更好地应用于实际,以及是否经过一段时间仍能保持。研究培训迁移的关键影响因素的最终目的,是为了制定出相应的干预对策,更有效地将培训所学迁移到工作中,最大程度地提高培训活动的效果。本研究通过访谈、问卷调查和现场研究等多种方法对8家知名企业的256名参加TWI培训的员工进行为期3个月的跟踪调查,试图通过实证研究,初步找到影响培训迁移因素以及其间的关系,为提高培训效果提供依据。本研究所得结论如下:研究一,迁移气氛对受训者培训迁移行为的影响。本研究从情境线索和结果线索出发,在迁移气氛结构的基础上,对企业受训员工进行调查。结果显示,培训迁移气氛中的领导支持、正反馈、同事支持、时间支持、设备支持和目标设置对迁移行为的正向预测有明显的作用,零反馈对迁移行为有负向预测作用。研究二,企业员工个人特征对其迁移行为的影响。本研究从迁移动机、自我效能感和工作投入几个方面进行考察,对企业受训员工进行调查。结果显示,个人特征变量中的自我效能感、成就动机、工作投入、性别和学历对迁移行为有正向预测作用,年龄对迁移行为的影响不显著。研究三,主管支持感对培训迁移后效的调节效应。考察主管支持感在培训迁移动机和员工培训迁移行为之间的调节作用。加入成就动机、自我效能、工作投入、主管支持感等变量的影响,试图通过分析变量间的关系,揭示培训迁移对效果变量的作用机制。研究结果显示主管支持感对工作投入—培训迁移行为、自我效能感—培训迁移行为之间关系具有显著的调节作用,而对成就动机—培训迁移行为不具有显著的调节效应。最后,对本研究存在的不足和进一步研究要解决的问题进行了说明。更多还原

【Abstract】 The human resources development is defined as the organization provides the training opportunity for its staffs to study essential skill through the system design and the implementation , which is used to meet the realistic and future needs of the organization.Obviously training is playing the decisive function in the human resources development.Training may sharpen staff’s working ability and improve their work quality.In fact, the final goal of the enterprise’s training is enhancing the organization achievements through increasing staff’s knowledge、manners and enhancing their skills. But because the staffs cannot effectively transfer the training to the work,training effect is not good.The so-called training transfer is practical degree of trainees’ exercising the knowledge、work skills and behavior manners in real work after training,as well as after period of time next for whether they can maintain.The final aim of study of training transfer key influencing factor is to formulate the corresponding intervention countermeasure、effectively apply the transfer to the work and enhance training effect to the full.This research adopted many kinds of methods such as interview、survey investigation. It tracked 256 workers in 8 well-known Chinese companies,who had attended the TWI training over a three-month period,This research attempted to find the influence factors of training transfer as well as their relations,this study’s aim is to provide the basis for the enhancement of training effect.The conclusions were drawn as following:First,training transfer climate has significant effect on training transfer behavior. This research embarks from the scene clue and the result clue,in the training transfer structure’s foundation,carries on the investigation to the enterprise receiving training staff.The result showed that in the training migration atmosphere’s leadership support、the regeneration、the colleague support、the time support、the equipment support and the goal establishment to migrate the behavior the forward forecast to have the obvious function,zero feedback to migrate the behavior to have the negative forecast function.Second, enterprise staffs’characteristics have significant effect on training transfer behavior. This research carried on the inspection from several aspects such as the training transfer motive,the self-efficacy feeling and the job involvement.The result showed that some facts such as self-efficacy、achievement motivation、job investment、sex and school records have the obvious function on training transfer,the age have not the influence to training transfer.Third, perceived supervisor support was found to significantly moderate the relationships between job involvement and transfer behavior、as to job involvement and transfer behavior.But perceived supervisor support does not have the remarkable adjustment effect between achievement motivation and transfer behavior.Finally, current limitations and future research orientation were also discussed at the end of the dissertation.更多还原