{"title":"The influence of individual personality traits and team characteristics on training transfer: A longitudinal study","authors":"Marius Deckers, Tobias Altmann, Marcus Roth","doi":"10.1111/ijtd.12237","DOIUrl":null,"url":null,"abstract":"<p>Previous research has established that the successful transfer of training content into daily work life depends both on the trainees’ individual characteristics and the characteristics of their work team. Specifically, multiple meta-analyses and reviews have confirmed that individuals’ openness to experience, agreeableness, and neuroticism, as well as cohesion and transfer climate within the team, influence training transfer. The present study is the first to operationalise and measure both individual and team characteristics in the same sample with a longitudinal study design, enabling a comparison. Training transfer was operationalised as changes in psychological strain following an intervention. Using multilevel analysis techniques with a sample of 275 nurses, individual personality characteristics were not found to influence training transfer, but team cohesion and team members’ mean-level conscientiousness did. However, these influences were not in the expected direction. This can be partially explained by the pattern of longitudinal development in the data, in which individuals with higher initial values on psychological strain experienced greater improvement; however, some aspects of the results remained unexplained. Generally, the results suggest that team characteristics are more important than individual characteristics for training transfer. Theoretical and practical implications for future studies are discussed.</p>","PeriodicalId":46817,"journal":{"name":"International Journal of Training and Development","volume":null,"pages":null},"PeriodicalIF":1.5000,"publicationDate":"2021-09-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijtd.12237","citationCount":"3","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"International Journal of Training and Development","FirstCategoryId":"1085","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1111/ijtd.12237","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q3","JCRName":"MANAGEMENT","Score":null,"Total":0}
引用次数: 3
Abstract
Previous research has established that the successful transfer of training content into daily work life depends both on the trainees’ individual characteristics and the characteristics of their work team. Specifically, multiple meta-analyses and reviews have confirmed that individuals’ openness to experience, agreeableness, and neuroticism, as well as cohesion and transfer climate within the team, influence training transfer. The present study is the first to operationalise and measure both individual and team characteristics in the same sample with a longitudinal study design, enabling a comparison. Training transfer was operationalised as changes in psychological strain following an intervention. Using multilevel analysis techniques with a sample of 275 nurses, individual personality characteristics were not found to influence training transfer, but team cohesion and team members’ mean-level conscientiousness did. However, these influences were not in the expected direction. This can be partially explained by the pattern of longitudinal development in the data, in which individuals with higher initial values on psychological strain experienced greater improvement; however, some aspects of the results remained unexplained. Generally, the results suggest that team characteristics are more important than individual characteristics for training transfer. Theoretical and practical implications for future studies are discussed.
期刊介绍：
Increasing international competition has led governments and corporations to focus on ways of improving national and corporate economic performance. The effective use of human resources is seen as a prerequisite, and the training and development of employees as paramount. The growth of training and development as an academic subject reflects its growth in practice. The International Journal of Training and Development is an international forum for the reporting of high-quality, original, empirical research. Multidisciplinary, international and comparative, the journal publishes research which ranges from the theoretical, conceptual and methodological to more policy-oriented types of work. The scope of the Journal is training and development, broadly defined. This includes: The determinants of training specifying and testing the explanatory variables which may be related to training identifying and analysing specific factors which give rise to a need for training and development as well as the processes by which those needs become defined, for example, training needs analysis the need for performance improvement the training and development implications of various performance improvement techniques, such as appraisal and assessment the analysis of competence Training and development practice the design, development and delivery of training the learning and development process itself competency-based approaches evaluation: the relationship between training and individual, corporate and macroeconomic performance Policy and strategy organisational aspects of training and development public policy issues questions of infrastructure issues relating to the training and development profession The Journal’s scope encompasses both corporate and public policy analysis. International and comparative work is particularly welcome, as is research which embraces emerging issues and developments.
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