培训迁移的干预策略及其效果  

Intervention Measure and the Effect on Training Transfer

作　　者：魏钧[1] 魏妍妍[1] 

机构地区：[1]北京科技大学经济管理学院,北京100083

出　　处：《心理科学进展》2009年第1期138-146,共9页Advances in Psychological Science

基　　金：教育部人文社会科学研究基金"‘80后’新入职大学生组织社会化障碍及培训干预机制研究"(批准号08JC630005);国家自然科学基金"商业银行风险经理胜任力模型及培训应用研究"(批准号70602027)

摘　　要：在回顾了培训迁移的组织干预策略研究后,重点围绕培训前干预、培训中干预和培训后干预三个方面展开讨论,归纳出不同类型干预要素及其对培训迁移的影响效果,指出目前理论的局限性以及组织与个体相互作用等未来研究的方向。After reviewed the research about organizational intervention of training transfer, the major three aspects have been discussed including pretraining invention, mid-training invention and posttraining invention. We summarized the various types of intervention factors and their effect on training transfer. We pointed out the limitations of actual theory and several areas such as the interaction between organization and individual for future research.

关 键 词：组织干预 培训迁移 培训效率 

分 类 号：G40-03[文化科学—教育学原理] C939[文化科学—教育学]