训练感知与工作投入:组织自尊与自我效能的中介作用

IF 1.6 Q3 BUSINESS Central European Business Review Pub Date : 2021-09-07 DOI:10.18267/j.cebr.286
Phuong Tran Huy, Thi Ngoc Quynh Dinh
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引用次数: 2

摘要

本文旨在调查培训认知对工作投入的影响。此外,自我效能感和基于组织的自尊被假设为上述关系的中介。数据是通过自我管理问卷调查从越南的员工那里收集的。使用结构方程建模(SEM)的通径分析来验证所提出的关系。研究结果表明,感知培训效益和培训转移对工作投入都有显著的正向影响。此外,基于组织的自尊在一定程度上调节了感知到的培训收益对工作参与的影响。自我效能感在培训转移对工作投入的部分影响中起中介作用。这些结果补充了关于工作参与的决定因素和培训转移的后果的现有文献。研究结果还提供了对组织中有效培训条件的深入了解。对中欧受众的影响:培养一支敬业的员工队伍是所有组织的重要任务。然而,数据显示,欧洲的工作参与度较低,尤其是中欧。这项研究的结果为员工参与工作的决定因素提供了见解。此外,与越南一样,中欧大多数国家都在从以前的中央指挥系统向市场经济转型。当代西方人力资源实践的应用需要特别考虑,以确保其有效性。目前的研究可能为学术界和从业者提供一些经验启示。
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Training Perception and Work Engagement: The Mediating Role of Organisational-Based Self-Esteem and Self-Efficacy
This article aims to investigate the impact of training perception on work engagement. In addition, self-efficacy and organisational based self-esteem are hypothesised as mediators of the above relationship. Data were collected from employees in Vietnam using a selfadministered questionnaire survey. Path analyses with Structural Equation Modelling (SEM) were used to verify the proposed relationships. The results show that both perceived training benefits and transfer of training significantly and positively influence work engagement. In addition, organisational based self-esteem partially mediates the impact of perceived training benefit on work engagement. Self-efficacy mediates a portion of the effects of the transfer of training on work engagement. The results add to the existing literature on the determinants of work engagement and on the consequences of the transfer of training. The findings also provide insight into the conditions for effective training in organisations. Implications for Central European audience: Developing an engaged workforce is a vital task to all organisations. However, data showed that the work engagement level in Europe is low, especially in Central Europe. The results of the study provide insight into the determinants of employee engagement at work. In addition, like Vietnam, most countries in Central Europe have been in transition from former central-command systems to market economies. The application of contemporary Western human resource practices needs special consideration to ensure its effectiveness. The current study may supply some empirical implications for both academics and practitioners.
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来源期刊
Central European Business Review
Central European Business Review Business, Management and Accounting-Business and International Management
CiteScore
3.10
自引率
7.70%
发文量
27
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