Impact of Online Training on Behavioral Transfer and Job Performance in a Large Organization

Journal of Work and Organizational Psychology

Francisco J. Medina¹  L. B. Martins²  Thaís Zerbini³ 

[1] ;IMED, Passo FundoRS, Brazil, IMED, Vila Rodrigues, Passo Fundo, RS, Brazil;University of Sao Paulo, Brazil, University of Sao Paulo, Brazil;

关键词: Effectiveness;    Training transfer;    Learning strategies;    Reactions;    Apoyo a la transferencia;    Barriers;   

DOI  :  10.5093/jwop2019a4

来源: DOAJ

【 摘 要 】

This study analyzes the effectiveness of online training in a large organization. We tested the influence of different training processes, such as learning strategies, reactions, support of transfer, and barriers, on behavioral transfer and job performance. The participants were 3,600 employees of a Brazilian public bank after taking part in online training at work. Six months later, their supervisors evaluated the influences of the training on their subordinates’ work behaviors. Findings indicated that in self-evaluation behavioral transfer was predicted by elaboration/practical application learning strategies, trainees’ reactions to training, organizational, and peer support; motivation control, cognitive/help-seeking, and elaboration/practical application learning strategies, along with trainees’ reactions to training, were significantly related to job performance. In hetero-evaluation, supervisor support contributed to explaining behavioral transfer, and cognitive/help-seeking strategies explained job performance. The mediating role of reactions to training was identified, and support of transfer showed marginal moderating effects.

【 授权许可】

Unknown