Perceptions of transfer of training: interaction of a continuous learning culture with network diversity, network strength, and network size

IF 3.8 Q2 MANAGEMENT

HUMAN RESOURCE DEVELOPMENT INTERNATIONAL Pub Date : 2022-04-21 DOI:10.1080/13678868.2022.2060166

M. Wagstaff, Ernesto Gore, Giacomo Laffranchini, María Laura García, Michelle Ruiz

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引用次数: 1

Abstract

ABSTRACT We theorize how a continuous learning culture relates to perceptions of transfer of training moderated by network size, network diversity, and network strength. We collected data from a group of professional analysts from a multinational organization. Results reveal that both network size and network diversity interacting with a continuous learning culture measured by both competitiveness and organizational support explain a significant proportion of variance in perceptions of transfer of training. As expected, large network size along with high competitiveness and high organizational support are associated with an increase in perceptions of transfer of training. In addition, high network diversity along with high competitiveness and high organizational support are associated with an increase in perceptions of transfer of training. However, and contrary to expectations, we also found that perceptions of transfer of training were highest with high network diversity, high competitiveness, and low organizational support. High network diversity appears to reduce the need for organizational support in relation to perceptions of transfer of training with a sample of employees from around the world.

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培训迁移的感知:持续学习文化与网络多样性、网络强度和网络规模的相互作用

摘要：我们从理论上探讨了持续学习文化如何与由网络规模、网络多样性和网络强度调节的训练转移感知相关。我们从一个跨国组织的专业分析师那里收集了数据。结果表明，网络规模和网络多样性与持续学习文化的互动（以竞争力和组织支持衡量）解释了对培训转移感知的显著差异。正如预期的那样，庞大的网络规模以及高竞争力和高组织支持与培训转移观念的增加有关。此外，高网络多样性以及高竞争力和高组织支持与培训转移观念的增加有关。然而，与预期相反，我们还发现，在网络多样性高、竞争力强和组织支持率低的情况下，对培训转移的看法最高。高网络多样性似乎减少了对组织支持的需求，这与来自世界各地的员工对培训转移的看法有关。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

HUMAN RESOURCE DEVELOPMENT INTERNATIONAL MANAGEMENT-

CiteScore

11.40

自引率

11.10%

发文量

期刊介绍： Human Resource Development International promotes all aspects of practice and research that explore issues of individual, group and organisational learning and performance. In adopting this perspective Human Resource Development International is committed to questioning the divide between practice and theory; between the practitioner and the academic; and between traditional and experimental methodological approaches. Human Resource Development International is committed to a wide understanding of ''organisation'' - one that extends through self-managed teams, voluntary work, or family businesses to global enterprises and bureaucracies. Human Resource Development International also commits itself to exploring the development of organisations and the life-long learning of people and their collectivity (organisation), their strategy and their policy, from all parts of the world. In this way Human Resource Development International will become a leading forum for debate and exploration of the interdisciplinary field of human resource development.