Faculty of Psychology, University of Vienna, Universitätsstrasse 7, A-1010 Vienna, Austria.
Appl Ergon. 2010 Dec;42(1):98-105. doi: 10.1016/j.apergo.2010.05.006. Epub 2010 Jun 15.
Job, organizational and individual predictors of a successful implementation of an ergonomic training program were evaluated in a single-case study. The conceptual model of learning transfer of Baldwin and Ford (1988) was adapted for an ergonomic context. 116 employees in a large production company underwent a comprehensive ergonomic training. Transfer of training into practice was measured by the number of ergonomic improvements which were realized in the company in the years after the training. Job, organizational and individual variables explained 35% of the variance of learning transfer in to the organization. Psycho-social resistance attitudes and management support were found to be the most important predictors of implementation failure and success.
在一项单案例研究中，评估了工作、组织和个体因素对成功实施人体工程学培训计划的预测作用。本研究对鲍德温与福特（1988）的学习迁移概念模型进行了人体工程学方面的调整。一家大型生产企业的 116 名员工接受了全面的人体工程学培训。培训后的几年里，企业中实现的人体工程学改进数量被用来衡量培训向实践的转移程度。工作、组织和个体变量解释了 35%的组织学习迁移方差。心理社会抵抗态度和管理支持被认为是实施失败和成功的最重要预测因素。
