A Cumulative Study of the Effectiveness of Managerial Training
A Cumulative Study of the Effectiveness of Managerial Training
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管理培训有效性的累积研究
DOI：
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发表时间：
1986
期刊：
影响因子：
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通讯作者：
Russell Day
中科院分区：
文献类型：
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作者：
M. Burke;Russell Day
关于管理培训有效性的已发表和未发表的文献产生了相互矛盾的结果，并且比有关管理培训有效性的明确陈述留下了更多未解答的问题。在本研究中，荟萃分析程序应用于 70 项管理培训研究的结果，以实证整合研究结果。对代表六个培训内容领域、七种培训方法和四类标准（主观学习、客观学习、主观行为和客观结果）的 34 个管理培训效果分布的荟萃分析结果表明，管理培训平均而言具有中等效果。对于 17 种管理培训方法分布中的 12 种，90% 的可信度下限值为正，因此这些培训方法的有效性（至少在最低水平上）可以推广到新情况。需要强调的是，虽然这种荟萃分析有助于澄清我们对管理培训的了解，但在做出更多结论性的陈述之前，还需要对管理培训进行大量的实证研究。
The published and unpublished literature on the effectiveness of managerial training has produced conflicting results and left more unanswered questions than definitive statements concerning the effectiveness of managerial training. In the present study, meta-analysis procedures were applied to the results of 70 managerial training studies to empirically integrate the findings of the studies. The metaanalysis results for 34 distributions of managerial training effects representing six training content areas, seven training methods, and four types of criteria (subjective learning, objective learning, subjective behavior, and objective results) indicated that managerial training is, on the average, moderately effective. For 12 of the 17 managerial training method distributions, the 90% lower bound credibility values were positive, and thus the effectiveness of these training methods, at least at a minimal level, can be generalized to new situations. It is stressed that although this meta-analysis assisted in clarifying what we have learned about managerial training, a great deal of empirical research on managerial training is needed before more conclusive statements can be made.