Janos Salamon, Brian D. Blume, István Tóth-Király, Tamás Nagy, Gábor Orosz
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引用次数: 7
Abstract
According to previous studies, general environmental characteristics and job-related factors influence employees' transfer of learned skills to the job. However, among job-related variables, the role of work engagement in connection with transfer motivation, opportunity and training transfer has not received much research attention. Building upon the theoretical background of the Job Demands-Resources Model, the present study investigated the relationship between job resources/demands and training transfer through work engagement, transfer motivation and opportunity to transfer. Based on data from 311 working adults who participated in soft skill training programmes, job resources were associated with higher levels of training transfer through increased work engagement, motivation and opportunity to transfer. In contrast, job demands had negative relationships with transfer via work engagement and opportunity to transfer. The findings supported the assumption of the positive gain spiral in the transfer context. We conclude that companies should prioritize the development of job resources to provide a better environment for training transfer.
期刊介绍：
Increasing international competition has led governments and corporations to focus on ways of improving national and corporate economic performance. The effective use of human resources is seen as a prerequisite, and the training and development of employees as paramount. The growth of training and development as an academic subject reflects its growth in practice. The International Journal of Training and Development is an international forum for the reporting of high-quality, original, empirical research. Multidisciplinary, international and comparative, the journal publishes research which ranges from the theoretical, conceptual and methodological to more policy-oriented types of work. The scope of the Journal is training and development, broadly defined. This includes: The determinants of training specifying and testing the explanatory variables which may be related to training identifying and analysing specific factors which give rise to a need for training and development as well as the processes by which those needs become defined, for example, training needs analysis the need for performance improvement the training and development implications of various performance improvement techniques, such as appraisal and assessment the analysis of competence Training and development practice the design, development and delivery of training the learning and development process itself competency-based approaches evaluation: the relationship between training and individual, corporate and macroeconomic performance Policy and strategy organisational aspects of training and development public policy issues questions of infrastructure issues relating to the training and development profession The Journal’s scope encompasses both corporate and public policy analysis. International and comparative work is particularly welcome, as is research which embraces emerging issues and developments.
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