The influence of social and organizational support on transfer of training: evidence from Thailand
The influence of social and organizational support on transfer of training: evidence from Thailand
复制标题
DOI：
10.1111/ijtd.12031
复制
发表时间：
2014-06-01
影响因子：
1.8
通讯作者：
Techakanont, Kriengkrai
中科院分区：
文献类型：
--
作者：
Homklin, Tassanee;Takahashi, Yoshi;Techakanont, Kriengkrai
本研究侧重于将社会和组织支持作为调节因素整合到学习--特别是保留的知觉知识--与参与者感知的知识迁移之间的关系的主要分析模型中。为了检验我们的假设，我们使用了分层回归分析。在知识保留和转移方面，结果总体上是支持的。研究结果进一步支持了知识保留和同事支持对迁移的假设影响：较高水平的知识保留和同事支持增加了对较高迁移的积极影响。与预期相反，组织和监督支助没有显示出缓和效果。这些结果表明，为了加强培训的转移，组织应该更多地专注于创造环境，加强同事的支持，至少在短期内是这样。但是，从长远来看，各组织还必须提高其他类型支助的质量，以便更有效地利用培训转移的机会。
This study focused on integrating social and organizational support as moderators into the main analysis model of the relationship between learning - specifically perceived knowledge retained - and its transfer as perceived by participants. We used hierarchical regression analysis in order to test our hypotheses. Results were generally supportive across knowledge retained and transfer. Findings further supported a hypothesized effect of knowledge retained and coworker support on transfer: higher levels of knowledge retained and coworker support increased the positive effects on higher transfer. Contrary to expectation, organizational and supervisory support did not show moderating effects. These results suggest that, in order to enhance transfer of training, organizations should focus more on creating environments that enhance coworker support, at least in the short term. However, for the longer term, organizations must improve the quality of other types of support as well in order to more effectively exploit the opportunities for training transfer.