Effects of training and development on employee outcomes and firm innovative performance: Moderating roles of voluntary participation and evaluation
Effects of training and development on employee outcomes and firm innovative performance: Moderating roles of voluntary participation and evaluation
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培训和发展对员工成果和公司创新绩效的影响：自愿参与和评估的调节作用
DOI：
10.1002/hrm.21909
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发表时间：
2018-11
影响因子：
6.6
通讯作者：
Jin Nam Choi
中科院分区：
文献类型：
--
作者：
Sun Young Sung;Jin Nam Choi
本研究探讨培训与发展（T&D）对企业创新的影响。鉴于对T&D绩效影响的研究结果不一致，且缺乏对T&D与创新关系的研究，本文从T&D、员工中间成果和边界条件的多个维度阐述了T&D对企业创新的影响路径。我们特别确定了两个不同的T&D维度，即企业投资和员工的积极看法。前者和后者分别反映了自上而下和自下而上的方法。我们认为这两个维度通过提高员工能力和承诺间接影响企业创新绩效。我们进一步假设，与T&D相关的偶然性（即员工的自愿参与和T&D评估）调节了T&D对企业创新绩效的间接影响。我们通过使用从325个韩国组织在5年期间的三个时间点收集的多源数据来检查当前的框架。我们的分析证实了：(a)当员工自愿参与T&D和(b)当企业不实施T&D评估时，T&D通过员工能力和承诺对企业创新绩效的积极间接影响更强。本研究为企业技术与发展的设计与实施提供了有益而有效的理论解释和实践见解。
This study investigates the effect of training and development (T&D) on firm innovation. Given the inconsistent findings on the performance implications of T&D and the lack of studies on the T&D–innovation relationship, we elaborate the multiple dimensions of T&D, intermediate employee outcomes, and boundary conditions to elucidate the pathways of T&D toward firm innovation. We specifically identify two distinct T&D dimensions, namely, firm investment and employees’ positive perceptions. The former and the latter, respectively, reflect top‐down and bottom‐up approaches. We suggest that these two dimensions indirectly affect firm innovative performance by enhancing employees’ competence and commitment. We further hypothesize that T&D‐related contingencies (i.e., employees’ voluntary participation and T&D evaluation) moderate the indirect effects of T&D on firm innovative performance. We examine the current framework by using multisource data collected at three time points over a 5‐year period from 325 Korean organizations. Our analysis confirms that the positive indirect effect of T&D on firm innovative performance through employees’ competence and commitment becomes stronger (a) when employees voluntarily participate in T&D and (b) when firms do not implement T&D evaluation. This study provides useful and valid theoretical explanations and practical insights into the design and implementation of T&D in firms.
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影响因子：
0.8
作者：
Collier, William;Green, Francis;Peirson, John
通讯作者：
Peirson, John
影响因子：
2.5
作者：
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通讯作者：
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影响因子：
7.2
作者：
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通讯作者：
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影响因子：
3.3
作者：
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通讯作者：
Satoris S. Youngcourt;Pedro I. Leiva;Robert G. Jones
影响因子：
11.4
作者：
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通讯作者：
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