Promoting transfer of hybrid training: Interaction of task-contingent conscientiousness and supervisor support

IF 4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Human Resource Development Quarterly Pub Date : 2022-03-02 DOI:10.1002/hrdq.21473
Brian D. Blume, Jason L. Huang, Zhonghao Wang, J. Kevin Ford
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引用次数: 3

Abstract

Research on training has accumulated knowledge of factors influencing transfer of training. However, little is known about how these factors interact to impact training activity level and training transfer. Based on recent advances in the contingency approach to personality, we examine person–situation interaction by testing how task-contingent conscientiousness influences trainees to utilize supervisor support differently during training and transfer. We situate the current investigation in hybrid management training courses where a field sample of employees (N = 200) first attended required in-person workshops and then received voluntary online modules. Results show that task-contingent conscientiousness moderated both the linkage between supervisor support and training activity level and the linkage between training activity level and transfer of training. Specifically, for trainees with higher task-contingent conscientiousness, supervisor support tended to have a stronger association with training activity level, and training activity level tended to translate into more transfer of training. Our findings provide unique insights into when supervisor support may be more beneficial depending on trainees' individual differences. We discuss the theoretical and practical implications of this research.

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促进混合训练的转移:任务团队的责任感和主管支持的互动
对培训的研究积累了影响培训迁移因素的知识。然而,这些因素是如何相互作用影响训练活动水平和训练迁移的,我们知之甚少。基于近年来人格权变研究的最新进展,我们通过测试任务偶然性如何影响受训者在培训和迁移过程中对主管支持的不同利用,来检验人-情境交互作用。我们将目前的调查置于混合管理培训课程中,在该课程中,实地抽样的员工(N = 200)首先参加了要求的面对面研讨会,然后接受了自愿的在线模块。结果表明,任务随性尽责性调节了主管支持与培训活动水平、培训活动水平与培训转移之间的联系。具体而言,对于任务偶然责任心较高的受训者,主管支持与培训活动水平的相关性更强,培训活动水平倾向于转化为更多的培训转移。我们的研究结果提供了独特的见解,说明根据受训者的个体差异,主管的支持何时可能更有益。我们讨论了本研究的理论和实践意义。
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来源期刊
CiteScore
7.60
自引率
6.10%
发文量
19
期刊介绍: Human Resource Development Quarterly (HRDQ) is the first scholarly journal focused directly on the evolving field of human resource development (HRD). It provides a central focus for research on human resource development issues as well as the means for disseminating such research. HRDQ recognizes the interdisciplinary nature of the HRD field and brings together relevant research from the related fields, such as economics, education, management, sociology, and psychology. It provides an important link in the application of theory and research to HRD practice. HRDQ publishes scholarly work that addresses the theoretical foundations of HRD, HRD research, and evaluation of HRD interventions and contexts.
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