Self-Monitoring and Organizational Identification as Moderators of the Effects of Proactive Personality on the Transfer of Learning in the Workplace: A Theoretical Inquiry

摘要: The goal of this article is to introduce organizational identification and self-monitoring as potential moderators in the relationship between proactive personality transfer learning. Training investments often fail deliver desired expected outcome it has been reported that despite vast amounts money organizations spend on employee training, only 10 15% transferred back workplace. This offers an explanation training phenomenon helps determine whether facilitate or inhibit learning process. proposes moderate effects facilitates process because individuals who are high self-monitors may want demonstrate all they have learned program order impress their co-workers, boss; strongly identifies with a firm concerned its well being will ensure learn workplace organization performs effectively. Finally, several guidelines for practitioners considered. Introduction In article, authors explore possibility self monitoring moderates transfer. Research begun move from merely examining main effect (Barrick, Parks, & Mount, 2005) (i.e., Is related performance?) focus moderating mediating explaining how influences performance What conditions constrain influence performance?). latter approach can be taken examine investigate relationship. Learning Transfer refers application knowledge skills job another situation. For occur, behavior must generalized context maintained over period time (Baldwin Ford, 1988). Given significance formal programs effectiveness, imperative design implement most effective manner understand factors contribute effectiveness (Facteau et al., 1995). recognized primary solution improvement allocate significant human financial resources training; therefore, there continuous need determinants successful skill Organizations immense amount employees' competencies; wishing enhance return investment (ROI) affecting learning, intervene minimize inhibiting (Holton, Bates, Ruona, 2000). According ongoing industry report, US companies spent more than $58.5 billion 2007 (Dolezalek, 2007). Mount Barrick (1998) remains relative void literature regarding dimensions outcomes research gap should addressed light various environments considerations, theoretically practically useful which traits predicting individuals' standing key criterion constructs processes (Ford Oswald, 2003). Hogan, andRoberts (1996) advocate considering combination when analyzing performance, way each trait operates depends other traits. …