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O Essencial da Transferência: Uma nova (re)visão dos preditores da Transferência da Formação
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Orientador(es)
Resumo(s)
Atualmente, a transferência da formação encontra-se numa encruzilhada. As
reconhecidas vantagens da formação surgem a par da dificuldade em quantificar o grau de transferência para o contexto de trabalho. A literatura tem convidado a um novo debate sobre o que já se sabe sobre o sistema de transferência da formação e os fatores que a influenciam.
Pretende revisitar-se um conjunto de antecedentes da transferência, considerando
alguns cuja relação já está validada na literatura, como os fatores do “Learning Transfer System Inventory” (LTSI) ou as estratégias de transferência, outros cuja investigação em torno desta relação é ainda incipiente, como os comprometimentos profissional e organizacional, e outros ainda que não foram estudados em associação com a transferência, como os estilos de tomada de decisão. A presente investigação propõe considerar estes constructos como antecedentes da transferência, perspetivando a hipótese dos comprometimentos, os estilos de tomada de decisão e as estratégias de transferência surgirem como mediadores na relação entre os preditores do
LTSI e a transferência da formação.
Esta investigação é composta por quatro estudos assentes numa abordagem hipotético-dedutiva e construtivista, de natureza quantitativa, com recurso à metodologia de inquérito por questionário. Os modelos concetuais foram testados através da modelação por equações estruturais. Consoante os estudos, foram também analisados os efeitos de moderação e mediação presentes, bem como a identificação de perfis associados à transferência da formação.
Os resultados finais evidenciaram a emergência da motivação para transferir, coaching
de desempenho e estratégias de transferência cognitivo-afetivas como antecedentes, estas últimas identificadas como mediador da relação entre aqueles e a transferência da formação.
A Gestão e a teoria beneficiam da identificação dos antecedentes mais impactantes no
âmbito do sistema de transferência, essencial para políticas formativas mais eficazes e para um adequado redirecionamento do investimento em formação. Além desta conclusão geral, são apontadas outras conclusões e sugestões para futuras investigações.
Nowadays, training transfer is at a conceptual and practical crossroad. The recognized advantages of training appear alongside the difficulty in quantifying the degree of training transfer that happens in the workplace. Literature has opened a new debate about what is already known about this transfer system and the factors that influence it. We intend to revisit a set of training transfer antecedents, considering some whose relationship is already widely validated in the literature, such as the factors in the “Learning Transfer System Inventory” (LTSI) or the transfer strategies. Also, we intend to include others whose relationship with transfer is still incipient, as the professional and organizational commitments, and others that have not been studied in association with transfer, as decisionmaking styles. This investigation presents these constructs as antecedents of training transfer, suggesting that both commitments, decision-making styles, and transfer strategies act as mediating variables in the relationship between the predictors of LTSI and training transfer. This investigation consists of four studies based on a hypothetical-deductive and constructivist approach, of a quantitative nature, using the questionnaire methodology. Conceptual models are tested through Structural Equation Modeling (SEM). Depending on the studies, the moderation and mediation effects are also analyzed, as well as the identification of profiles associated with training transfer. The results highlighted the emergence of motivation to transfer, performance coaching and cognitive-affective transfer strategies as the sole antecedents of training transfer, with these strategies showing a mediating role between those constructs and training transfer. Human Resources Management and literature benefit from the identification of the most impactful antecedents within the transfer system, essential for the design of more effective policies and for an adequate redirection of investment in training. In addition to this general conclusion, several other conclusions and suggestions for future investigations are pointed out in each study.
Nowadays, training transfer is at a conceptual and practical crossroad. The recognized advantages of training appear alongside the difficulty in quantifying the degree of training transfer that happens in the workplace. Literature has opened a new debate about what is already known about this transfer system and the factors that influence it. We intend to revisit a set of training transfer antecedents, considering some whose relationship is already widely validated in the literature, such as the factors in the “Learning Transfer System Inventory” (LTSI) or the transfer strategies. Also, we intend to include others whose relationship with transfer is still incipient, as the professional and organizational commitments, and others that have not been studied in association with transfer, as decisionmaking styles. This investigation presents these constructs as antecedents of training transfer, suggesting that both commitments, decision-making styles, and transfer strategies act as mediating variables in the relationship between the predictors of LTSI and training transfer. This investigation consists of four studies based on a hypothetical-deductive and constructivist approach, of a quantitative nature, using the questionnaire methodology. Conceptual models are tested through Structural Equation Modeling (SEM). Depending on the studies, the moderation and mediation effects are also analyzed, as well as the identification of profiles associated with training transfer. The results highlighted the emergence of motivation to transfer, performance coaching and cognitive-affective transfer strategies as the sole antecedents of training transfer, with these strategies showing a mediating role between those constructs and training transfer. Human Resources Management and literature benefit from the identification of the most impactful antecedents within the transfer system, essential for the design of more effective policies and for an adequate redirection of investment in training. In addition to this general conclusion, several other conclusions and suggestions for future investigations are pointed out in each study.
Descrição
Tese de Doutoramento em Políticas de Desenvolvimento de Recursos Humanos
Palavras-chave
Transferência da Formação Estratégias de Transferência Comprometimentos Organizacional e Profissional Estilos de Tomada de Decisão Training Transfer Transfer Strategies Organizational Commitment Professional Commitment Decision Making Styles
Contexto Educativo
Citação
Editora
Instituto Superior de Ciências Sociais e Políticas