بررسی وضعیت انتقال آموزش و اولويت‌بندي عوامل مؤثر بر آن در صنعت پتروشيمي با تکنيک فرایند سلسله مراتبی گروهي
محورهای موضوعی :
محمدتقی تقوی‌فرد
1
,
حمید رحیمیان
2
,
مرتضی طاهری
3
1 - دانشگاه علامه طباطبايي
2 - دانشگاه علامه طباطبایی تهران
3 - دانشگاه علامه طباطبایی
کلید واژه: انتقال یادگیری صنعت پتروشیمی فرایند تحلیل سلسله مراتبی,
چکیده مقاله :
این مقاله به بررسی وضعیت موجود و مطلوب انتقال آموزش و اولویت‌بندی عوامل مؤثر بر آن در شرکت ملی صنایع پتروشیمی پرداخته است. روش این پژوهش با توجه به ماهیت، توصیفی از نوع پیمایشی است. جامعه آماری این پژوهش، کارکنان شرکت ملی صنایع پتروشیمی به تعداد 500 نفر بودند، از میان آنان طبق جدول مورگان 220 نفر به روش نمونه‌گیری تصادفی انتخاب شدند. ابزار گردآوری داده‌ها شامل دو پرسشنامه مجزا شامل پرسشنامه سیستم انتقال یادگیری با 46 گویه و پرسشنامه مقایسه زوجی با 16 عامل می باشد. نتايج حاصل از اجراي آزمون آماري t تک نمونه نشان داد که عوامل سازماني به همراه مؤلفه‌هاي آن شامل نتايج فردي مثبت، نتايج فردي منفي، تصديق سرپرست و بازخورد سرپرستان/ مربی‌گری عملکرد در شرکت ملی صنایع پتروشيمي در وضعيت نامطلوبي قرار دارند. لکن مؤلفه‌هاي حمايت همکار و حمايت سرپرست/ مديران در وضعيت مطلوبي مي‌باشد. عوامل آموزشي به همراه مؤلفه استعداد فردي براي انتقال در وضعيت مطلوب قرار دارد ولي مؤلفه‌هاي اعتبار محتوا، طرح انتقال و فرصت کاربرد در يادگيري در وضعيت نامطلوبي قرار دارد. عوامل فردي به همراه مؤلفه‌هاي آن شامل آمادگي يادگيرنده، خودکارآمدي عملکرد، انگيزش انتقال، انتظارات نتايج عملکرد و انتظارات تلاش عملکرد در شرکت پتروشيمي در وضعيت مطلوبي قرار دارد و در نهایت نتايج حاصل از بکارگيري تکنيک فرایند تحلیل سلسله مراتبی گروهی نشان داد عوامل سازمانی، عوامل آموزشی و عوامل فردی به ترتیب در اولویت اول، دوم و سوم بر روی انتقال یادگیری قرار دارند.
This article has examined the current and favorable situation of training transfer and prioritizing its influencing factors in NPC. Method of this study due to the nature is descriptive of the survey type. The population of this research is 500 people of the National Petrochemical Company employees, according to Morgan table among them 220 people were selected by random sampling. The data gathering tools consist two separate questionnaires are included learning transfer system questionnaire with 46 items and paired comparison questionnaire with16 factors. The results of the one-sample T-test showed that organizational factors with their component included positive personal results, negative personal results, supervisor sanction and supervisor feedbacks/coaching performance in the NPC are placed in unfavorable condition. But colleague support components and support supervisor / managers are in a good condition. Training factors with individual capacity for transfer are in good condition, but component of content validity, transfer design and opportunity of the use in learning is in the unfavorable condition. Individual factors, along with their components included, Learner readiness, self-performance, transfer motivation, effort-performance expectations and performance-result expectations in Petrochemical Company are in a good condition. And eventually results of the group AHP technique showed that organizational factors, training factors and individual factors, respectively, in the first, second and third priority on the learning transfer.
ایران‌زاده، سلیمان و بابایی‌هروی، صادق. (1389). شناسایی و اولویت‌بندی عوامل مؤثر بر توانمند‌سازی به روش تاپسیس (مطالعه موردی: شرکت گاز استان آذربایجان شرقی). فصلنامه فراسوی مدیریت، سال چهارم، شماره 13.
رحيميان، حميد و نجفي، علي. (1388). واکاوي مدل‌هاي انتقال آموزش. اولين کنفرانس بين‌المللي مديران آموزش، تهران.
رحيميان، حميد و نجفي، علي. (1392). اثربخش‌ترين الگوي انتقال آموزش سازماني. فصلنامه توسعه و بهبود مديريت، شماره چهاردهم.
صفرجوهری، مجید؛ رضائیان،علی و عابدزاده‌عطار، حمید. (1389). اولویت‌بندی عوامل مهم در انگیزش نیروی انسانی با استفاده از فن فرایند تحلیل سلسله مراتبی (AHP) در شرایط عدم اطمینان (مطالعه موردی شرکت الیاف). نشریه دانشور، دو ماهنامه علمی- پژوهشی دانشگاه شاهد، سال هفدهم، شماره 41.
طواری، مجتبی؛ سوخکیان، محمدعلی و میرنژاد، سیدعلی. (1387). شناسایی و اولویت‌بندی عوامل مؤثر بر بهره‌وری نیروی انسانی با استفاده از تکنیک MADM (مطالعه موردی: یکی از شرکت‌های پوشاک جین در استان یزد). نشریه مدیریت صنعتی، دوره 1، شماره 1.
قدسی‌پور، سیدحسن. (1381). فرایند تحلیل سلسله‌مراتبی. تهران: انتشارات دانشگاه صنعتی امیر کبیر (پلی تکنیک تهران).
ماكويي، احمد. (1387). تكنيك¬هاي تصميم¬گيري. تهران: انتشارات دانشگاه علم و صنعت.
نوری، ایرج؛ اسدی، بابک و رضازاده، امیر. (1386). ارزیابی کیفیت آموزش با تکنیک MCDM فازی. نشریه دانش مدیریت، سال 20، شماره78.
Alberto, Enrique, R. (2000). Individual and organizational training effectiveness; A test of Noe's model. Ph.D. Dissertation.
Alliger, G. M., Tannenbaum, S. I., Bennett, W. Jr., Traver, H., & Shotland, A. (1997). Ameta-analysis of the relations among training criteria. Personnel Psychology, 50(4), 341-358.
Alvarez, K., Salas, E., & Garofano, C.M. (2004). An integrated model of training evaluation and effectiveness. Human Resource Development Review, 3(4), 385-416.
Armenakis, A. A., & Harris, S. G. (2002). Crafting a change message to create transformational readiness. Journal of Organizational Change Management, 15(2), 169-183.
Ayres, H. W. (2005). Factor's related to motivation to learn and motivation to transfer learning in nursing population. Ph.D. Dissertation.
Baldwin, T.T., Ford, J.K., and Blume, B.D. (2009). Transfer of training 1988-2008: An updated review and agenda for future research. International Review of Industrial and Organizational Psychology, 24, 41-71.
Baldwin, T.T.,& Ford, J.K.)1988). Transfer of training: A review and directions for future research. Personnel Psychology, 41, 63-102.
Bates, R., & Holton, E.F. III. (2004). Linking Workplace Literacy Skills and Transfer System Perceptions. Human Resources Development Quarterly, 15(2), 153-170.
Awais Bhatti, M., & Kaur, S. (2010). The role of individual and training design factors on training transfer. Journal of European industrial training, 34(7), 656-672.
Blume, B.D., Ford, J., Baldwin, T.T., & Huang, J.L. (2010). Transfer of Training: A Meta-Analytic Review. Journal Of Management, 36(4), 1065-1105.
Broad, M. L. (2005). Beyond transfer of training. San Francisco, CA: Pfeiffer.
Buckingham, M. & Coffman, C. (1999). First break all the rules. New York, NY: Simon & Schuster.
Burke, L.A., & Hutchins, H.M. (2007). Training transfer: An integrative literature review. Human Resource Development Review, 6(3), 263-296.
By, R. T. (2005). Organizational change management: A critical review. Journal of Change Management, 5(4), 69-80.
Cheng, E.L., & Hampson, I. (2008). Transfer of training: A review and new insights. International Journal of Management Reviews, 10(4).327-341.
Cheng, E.L., & Ho, D.K. (2001). A review of transfer of training studies in the pastdecade. Personnel Review, 30(1/2), 102-118.
Cheng, E.W.L.(2000). Test of the MBA knowledge and skills transfer. International Journal of Human Resource Management. 11(4), 37-52.
Chiaburu, D.S& Marinova, S.V.(2005). What predicts skill transfer? An exploratory study of goal orientation, training self-efficacy and organizational support. International Journal of Training and Development, 19(2), 110-230.
Chiaburu, Dan S., Tekleab, Amanuel G. (2005): Individual and contextual influences on multiple dimensionsof training effectiveness. Journal of European Industrial Training, 29(8), 604-626.
Chin, H.C, Holton, E.F. .& Bates, R.A. (2006). Situational and demographic influences of transfer system characteristics in organizations. Performance Improvement Quarterly, 19(3), p.7.
Clarke, N. (2002). Job work environment factors influencing training transfer within a human service agency: Some indicative support for Baldwin and Ford’s transfer climate construct. International Journal of Training and Development, 6, 146- 162.
Colquitt, J.A., LePine, J.A., & Noe, R.A. (2000). Toward an integrative theory of training motivation: A meta-analytic path analysis of 20 years of research. Journal of Applied Psychology, 85(5), 678-707.
Cromwell, S.E. & Kolb, J.A., (2002). An examination of work- environment support factors affecting transfer of supervisory skills training to the workplace. Human Resource Development Quarterly, 15(4), 449-471.
Eric, T.H. (2006). Individual and situational factors affecting training in a call central environment. Ph.D. Dissertation.
Foster, J., & Hoff Macan, T. (2002). Attentional advice: Effects on immediate, delayed, and transfer task performance. Human Performance, 15(4), 367-380.
Grossman, R., & Salas, E. (2011). The transfer of training: What really matters. International Journal of Training and Development, 15(2), 103-120.
Hattie, J. (2009). Visible learning. New York, NY: Routledge.
Hoekstra, E., (2003). An exploration of the value profit chain for training transfer: A study of the relationship of workplace transfer climate to business goals and objectives in one firm. Ph. D. Dissertation.
Holton III, E. F., Chen, H., & Naquin, S. S. (2003). An examination of learning transfer system characteristics across organizational settings. Human Resource Development Quarterly, 14(4), 459-482.
Holton, E, F., Bates, R.A & Ruona, W.E.A. (2000). Development of Generalized learning transfer system Inventory. Human Resource Development Quarterly. 4(4), 377-390.
Holton, E. F. (2005). Holton's evaluation model: New evidence and construct elaborations. Advances in Developing Human Resources, 7(1), 37-54.
Kraiger, K. (2002). Perspectives on training and development.In W. C. Borman, D.R.
Lim, D.H. & Johnson, S.D. (2002). Trainee perceptions of factors that influence learning transfer. International Journal of Training and Development, 4(1),36-48.
Lionetti ,P. )2012). Transfer of training: 1988-2011with the practitioner of mind. Available from ProQuest Dissertations and Theses database Quarterly, 15(4), 497–501
Machin, M.A. & Fogarty, G.J. (2003). Perception of training related factors and personal variables as predictors of training implementation intentions. Journal of Business and Psychology, 18(2), p. 51.
Madsen, S. R., Miller, D., & John, C. R. (2005). Readiness for organizational change: Do organizational commitment and social relationships in the workplace make a difference.. Human Resource Development Quarterly, 16(2), 213-233.
McMaster, M. (2001). Is your training a waste of money?. Sales and Marketing Management, 133(1), 40-48.
Merriam, S & Leahy, B. (2005(. Learning transfer, A review of the research in adult education and training. Journal of Lifelong Learning, 14, 1-24.
Naquin, S. S. & Holton, E. F. (2002). The effects of personality , affectivity and work commitment on motivation to improve work through learning. Human Resource Development Quarterly, 13(4), 357-376.
Neves, P. (2009). Readiness for change: Contributions for employees’ level of individual change and turnover intentions. Journal of Change Management, 9(2), 215-231.
Nijman, D.J., Nijhof, W.J., Wognum, A.M. & Veldkamp, B.P. (2006). Exploring differential effects of supervisor support on transfer of training. Journal of European Industrial Training, 30, 529-549.
Noe, R.A., & Colquitt, J.A. (2002). Planning for training impact: Principles of training effectiveness. In K. Kraiger (Ed.), Creating, implementing, and maintaining effective training and development: State-of-the-art lessons for practice. San Francisco, CA: Jossey-Bass.
O’Leonard, K. (2012). The corporate learning factbook 2012. San Francisco, CA: Bersin
Paradise, A. (2007). State of the industry: Astd’s annual review of trends in workplace. Rouiller, Goldstein, I.L. & “(1993) The relationship between organizational transfer climate and positive transfer of training”. Human Resource Development Quarterly,2, 377-390.
Rafferty, A. E., Jimmieson, N. L., & Armenakis, A. A. (2013). Change readiness: A multi-level review. Journal of Management, 39(1), 110-135.
Ruona, W. E. A., Leimbach, M., Holton III, E. F., & Bates, R. (2002). The relationship betweenlearner utility reactions and predicted learning transfer among trainees. International Journalof Training & Development, 6(4), 218–228.
Saaty, T. L. (1995). Decision making for leaders: the analytical hierarchy process for decisions in a complex world. University of Pittsburgh, p.25 - 81
Salas, E., Priest, H. A., Wilson, K. A., & Burke, C. S. (2006). Scenario-based training: Improving military mission performance and adaptability. Military life: The psychology of serving in peace and combat, 2, 32-53.
Salvendy, G. (2006). Handbook of human factors and ergonomics. Hoboken, NJ: & Associates.
Santoc, A. & Stuart, M.(2003). Employee perceptions and their influence on training effectiveness. Human Resource Management Journal, 13(1), 27-45.
Senn, L, K. (1999),"Transfer , of training : The trainees perception of obstacles to transfer" Ph.D. Dissertation.
Shoemaker, H. (1999). Transfer of training as perceived by trainers and supervisors, in the workplace. Ph.D. Dissertation.
Škerlavaj, M.M., Dimovski, V.V., Mrvar, A.A., & Pahor, M.M. (2010). Intra-organizational learning networks within knowledge-intensive learning environments. Interactive Learning Environments, 18(1), 39-63.
Tamer, E. M. (2005). Factors affecting training transfer in the Egyptian pharmaceutical industry. Ph.D. Dissertation.
Taylor, P.J., Russ-Eft, D.F., & Chan, D.L. (2005). A Meta-Analytic Review of Behavior Modeling Training. Journal of Applied Psychology, 90(4), 692-709.
Tracy, J.B., Hinkin, T.R., Tannenbaum, S. & Mathieu, J.E. (2001). The influence of individual characteristics and the work environment on varying levels of training outcomes. Human Resource Development Quarterly, 12(1), 5-23.
Vander Klink, M. R., Gielen, E.W.M. and Nauta, C. (2001). Supervisor support as a major condition to enhance transfer. International Journal of Training and Development, 5(1), 52-63.
Warr, p. & Downing, J. (2000). Learning strategies, learning anxiety and knowledge acquisition. The British Journal of Psychology, 91, 311-333.
Williams,B,B. (2012). The factors affecting learning transfer. Available from ProQuest Dissertations and Theses database.York, NY: Cambridge University Press.
Yamkovenko, B., & Holton, E. & Bates, R. (2007). The Learning Transfer System Inventory (LTSI) in Ukraine; The cross-cultural validation of the instrument. Journal of European Industrial Training, 31(5), p. 377.
Zu Knyphausen-Aufse B.D., Smukalla, M., & Abt, M. (2009). Towards a new training transfer portfolio: A review of training-related studies in the last decade. Zeitschrift für Personalforschung/German Journal of Research in Human Resource Management, 23(4), 288-311.
