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The effects of organizational factor...

Xiao, Jin.

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The effects of organizational factors on the transfer of training: A study of four electronic industrial companies in Shenzhen Special Economic Zone, China.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	The effects of organizational factors on the transfer of training: A study of four electronic industrial companies in Shenzhen Special Economic Zone, China./
作者:	Xiao, Jin.
面頁冊數:	240 p.
附註:	Adviser: Mun C. Tsang.
Contained By:	Dissertation Abstracts International53-07A.
標題:	Education, Adult and Continuing. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9233959

The effects of organizational factors on the transfer of training: A study of four electronic industrial companies in Shenzhen Special Economic Zone, China.
Xiao, Jin.

The effects of organizational factors on the transfer of training: A study of four electronic industrial companies in Shenzhen Special Economic Zone, China. - 240 p.

Adviser: Mun C. Tsang.

Thesis (Ph.D.)--Michigan State University, 1992.

In recent decades, developing the workforce with adult education and training has been a major effort to increase productivity in China. However, the concern over the unsatisfactory transfer of training has been growing among training practitioners, managers and researchers. This study provides the first empirical study of the effects of organizational factors in the process of the transfer of training.Subjects--Topical Terms:

626632
Education, Adult and Continuing.

The effects of organizational factors on the transfer of training: A study of four electronic industrial companies in Shenzhen Special Economic Zone, China.
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245 1 0 $a The effects of organizational factors on the transfer of training: A study of four electronic industrial companies in Shenzhen Special Economic Zone, China.
300 $a 240 p.
500 $a Adviser: Mun C. Tsang.
500 $a Source: Dissertation Abstracts International, Volume: 53-07, Section: A, page: 2211.
502 $a Thesis (Ph.D.)--Michigan State University, 1992.
520 $a In recent decades, developing the workforce with adult education and training has been a major effort to increase productivity in China. However, the concern over the unsatisfactory transfer of training has been growing among training practitioners, managers and researchers. This study provides the first empirical study of the effects of organizational factors in the process of the transfer of training.
520 $a A conceptual framework was conjectured which took into consideration the effects of organizational variables on the transfer of training in the workplace. Training was considered as a pre-condition to improve work efficiency by acquiring knowledge, skills and attitude (KSA) in the first place, but not sufficient for promoting the ultimate transfer of learning to the job. Many organizational variables in the workplace could intervene into the transfer of training.
520 $a This conceptual framework was applied to two state-owned and two joint-venture electronic companies in Shekou Industrial Zone, Shenzhen Special Economic Zone, China. One controlling card production line in each company was included in this study. A survey questionnaire was designed for data collection. Regression analyses were applied to data of the entire sample, and the two types of companies separately as well for a comparison. Interviews were conducted with concerned personnel to have an in-depth understanding of the transfer of training.
520 $a This study had four major findings. First, the statistical results indicated an interaction of the organizational factors with training achievement. This occurred in a way that training achievement and organizational variables mutually reinforced the effect on the transfer of training of one another. Second, the organizational factors contributing to the transfer of training varied in the two types of companies. A company's assumptions about organizational practices were associated to the difference. Third, the empirical results showed an interaction between training achievement and group peers support. In the less cooperative environment, training achievement of individual workers was a significant factor in the transfer of training, while in the more cooperative environment, peer support was a significant factor, instead. Finally, among those organizational factors studied, human factors had the most statistical magnitude in predicting the transfer of training.
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