Training match and mismatch as a driver of key employee behaviours

Lee, Gregory John

doi:10.1111/1748-8583.12069

Cited by 23 publications

(15 citation statements)

References 62 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Based on the AMO framework, we propose that training is likely to develop employee capabilities and motivate employees to engage in their work to achieve higher mandatory, in-role (task) and voluntary, extra-role (organizational citizenship behavior (OCB)) performance (Organ, 1994;Williams and Anderson, 1991). Moreover, training is unlikely to be universally effective (Lee, 2015). We argue that where a strong HRM climate prevails, training is more likely to have the desired benefits on improving employee performance.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

See 1 more Smart Citation

How perceptions of training impact employee performance

Guan

Frenkel

2019

View full text Add to dashboard Cite

Purpose The purpose of this paper is to investigate the influence of firm training on the job performance of mainly semi-skilled manufacturing employees in the context of changes required to ensure the competitiveness of contemporary Chinese manufacturing. Design/methodology/approach Data were collected using a survey with time-lagged method and from multiple sources. The sample included 348 supervisor-subordinate dyads from two Chinese manufacturing firms. PROCESS macro tool (Hayes) was used to test the mediating role of work engagement and the moderating role of HRM strength in the training-performance relationship. Findings Work engagement mediates the relationship between training and in-role task performance, while the relationships between work engagement and both task performance and organizational citizenship behavior are moderated by HRM strength. Research limitations/implications Based on a time-lagged survey, causal relationships cannot be drawn from this study. Results point to future research on the training-performance relationship that more closely considers antecedents and the organizations’ internal and external contexts. Practical implications Managers should pay close attention to the context and process of training and learning from the employees’ perspective. In addition, a strong HRM system will improve the benefits of training on employee performance. Originality/value This study provides theoretical explanations on the mechanisms linking training and employee performance based on the ability-motivation-opportunity framework.

show abstract

Section: Theory and Hypothesesmentioning

confidence: 99%

“…In addition, employees are given sufficient time and to learn and practice and the contents of training match their needs (e.g. on multiple skills, social relationship, safety) (Lee, 2015). These preconditions are important for training to have positive effects and require validation in future research.…”

Section: Limitations and Future Research Directionsmentioning

confidence: 99%

How perceptions of training impact employee performance

Guan

Frenkel

2019

View full text Add to dashboard Cite

show abstract

“…As seen in the previous empirical literature dealing with human resources management practices (Huselid, 1995];De Kok et al, 2006]; Lee, 2015]) and eco-innovation (Kesidou and Demirel, 2012]; Bossle et al, 2016]), we adopted regression analysis to undertake our study; in particular, to verify whether family firms who adopted an EMS within the EMAS scheme are more motivated to engage in employees' training and development programmes (H1), we performed the regression function as follows [equation ( 1)]]:…”

Section: Econometric Modelmentioning

confidence: 99%

Do environmental management systems affect the knowledge management process? The impact on the learning evolution and the relevance of organisational context

Biscotti

D’Amico

Monge³

2018

JKM

View full text Add to dashboard Cite

Purpose The purpose of this study is to investigate how an environmental management system (EMS) might affect the environmental product innovation propensity of a firm through its influence on two factors shaping the knowledge process: the human capital management practices of training and development and the organisational context. Design/methodology/approach To test the study’s hypotheses, an empirical analysis was carried out on 262 companies drawn from 16 developed European markets included in the S&P Europe 350 Dow Jones index over the years 2005-2015.The authors adopted regression analysis by using the ordinary least squares and the binary logit econometric models. Findings Consistently with the study’s predictions, results show that for organisational contexts characterised by the presence of family owners, the EMAS-certified EMS reveals as a significant moderating factor that positively influences their approach to the knowledge management tools for the improvement of the workforce cognitive capabilities, with a significant impact on the firm’s openness towards green product innovation. On the contrary, the ISO 14001-certified EMS tends not to stimulate such proactive behaviour, in both family and non-family firms. Practical implications The findings suggest that an EMS can stimulate the knowledge exploration in the environmental protection field. To this end, top managers should overcome the bureaucratic vision of an EMS and conceive it as a knowledge management tool able to support the learning evolution of the organisation through an effective commitment to human capital management policies of training and development. Originality/value Drawing from social identity and institutional theories, this is the first study – to the best of the authors’ knowledge – that theorises and tests why the adoption of an EMS might stimulate the knowledge advancement of the organisation in a different way, especially in peculiar organisational contexts of family firms where the identity overlap between the family and the firm tends to affect the knowledge management process.

show abstract

“…However, defining the important elements of training program and characteristics of trainees that matter for the resultant performance of those being trained is yet to be fully explored (Lee, 2015). This study reaffirms the impact of training on performance by focusing on the objective of identifying those elements of a training program and characteristics of a trainee which significantly impact the performance of an employee.…”

Section: Introductionmentioning

confidence: 70%

Connecting the Post-Training Task and Contextual Performance with the Essentials of Training Program and Characteristics of Trainees

Hassan¹,

Asad²,

Hoshino³

2016

IJBM

View full text Add to dashboard Cite

A successful training program leads to improved performance; however, lack of evaluation on what makes a training program effective yet puzzles managers. It is imperative to know which elements of a training program and individual characteristics of a trainee impact the employees' performance in order to realize prolific returns from this expensive investment. This study reviews three training elements namely the duration, methodology and area and two individual characteristics: education level and experience of a trainee to assess their impact on task and contextual dimensions of performance. Results support a positive impact of duration and on the job training methodology for resultant performance of employees with better level of education. Experience of trainees have a significant effect on contextual performance while no effect on task performance of employees.

show abstract

Training match and mismatch as a driver of key employee behaviours

Cited by 23 publications

References 62 publications

How perceptions of training impact employee performance

How perceptions of training impact employee performance

Do environmental management systems affect the knowledge management process? The impact on the learning evolution and the relevance of organisational context

Connecting the Post-Training Task and Contextual Performance with the Essentials of Training Program and Characteristics of Trainees

Contact Info

Product

Resources

About