培训迁移的干预策略及其效果

心理科学进展 ›› 2009, Vol. 17 ›› Issue (1): 138-146.

培训迁移的干预策略及其效果

魏钧;魏妍妍

北京科技大学经济管理学院，北京 100083

收稿日期:2008-04-29 修回日期:1900-01-01 出版日期:2009-01-15 发布日期:2009-01-15
通讯作者: 魏钧

Intervention Measure and the Effect on Training Transfer

WEI Jun;WEI Yan-Yan

School of Economics & Management, University of Science and Technology Beijing, Beijing 100083

Received:2008-04-29 Revised:1900-01-01 Online:2009-01-15 Published:2009-01-15
Contact: WEI Jun

摘要/Abstract

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

关键词: 组织干预, 培训迁移, 培训效率

Abstract: 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.

Key words: organizational intervention, transfer of training, training effectiveness

中图分类号:

G40-03 C939

魏钧;魏妍妍. (2009). 培训迁移的干预策略及其效果. 心理科学进展 , 17(1), 138-146.

WEI Jun;WEI Yan-Yan. (2009). Intervention Measure and the Effect on Training Transfer. , 17(1), 138-146.