摘要
在适应性绩效理论基础上,对中国10多家企业的受训者进行了调查,探讨作为培训效果效标的适应性绩效的结构、个体特征以及它们的关系。通过对适应性绩效数据进行探索性因素和验证性因素分析,得出了四维的适应性绩效结构;以适应性绩效为效标,探讨它与影响培训效果的培训动机、自我功效以及组织承诺等个体特征因素的关系。结果表明,在培训背景下受训者的培训动机、自我功效、组织承诺等个体特征显著影响培训效果,其中组织承诺因素往往被研究者忽视。最后讨论了在进行培训效果评估研究时需要注意的其他问题。
Based on the recent theory of adaptive performance, interviews and constructed questionnaire were conducted in more than ten organizations in China to analyze individual traits, adaptive performance as the training criteria and the relationship between them. The results of exploratory factor analysis and confirmatory factor analysis show a four-dimensions adaptive performance construct, The relationships between adaptive performance and the individual traits including training motivation, self-efficacy and organizational commitment shows these traits could significantly influence adaptive performance, and that organizational commitment can not be ignored as in past studies. Implications for further study are discussed later in this study,
出处
《管理科学》
CSSCI
2006年第2期48-54,共7页
Journal of Management Science
关键词
培训动机
自我功效
组织承诺
适应性绩效结构
培训效果评估
training motivation
self-efficacy
organizational commitment
adaptive performance construct
training effectiveness evaluation
