Yáñez-Araque Benito, Hernández-Perlines Felipe, Moreno-Garcia Juan
Department of Business Administration, University of Castilla-La ManchaToledo, Spain.
Department of Information Systems and Technologies, University of Castilla-La ManchaToledo, Spain.
Front Psychol. 2017 Sep 15;8:1532. doi: 10.3389/fpsyg.2017.01532. eCollection 2017.
The training of human resources improves business performance: myth or reality? While the literature has extensively addressed this issue, the transfer that occurs from training to performance still remains unresolved. The present study suggests an empirical solution to this gap, through a multiple mediation model of dynamic capabilities. Accordingly, the study makes a major contribution to the effectiveness of an organizational-level training: the "true" relationship between training and performance is mediated by absorptive and innovative capacities. It is difficult from training to directly affect the results: it must be done through a chain of intermediate variables. Training can be argued to be indirectly related to performance, through absorptive capacity in the first place, and innovative capacity in the second, sequentially in this order (three-path mediated effect). Of all immediate relationships received by performance, its explained variance is achieved partly via absorptive capacity and partly via innovation. The direct relationship through training is not significant and only explains a small percentage of the variance in performance. These results have been corroborated by combining two methods of analysis: PLS-SEM and fsQCA, using data from an online survey. This dual methodology in the study of the same phenomenon allows overcoming the limitations of each method, which would not have been possible with a single methodological approach, and confirming the findings obtained by any of them.
是神话还是现实？尽管文献中已广泛探讨了这一问题，但从培训到绩效的转化仍未得到解决。本研究通过动态能力的多重中介模型，为这一差距提出了一个实证解决方案。因此，该研究对组织层面培训的有效性做出了重大贡献：培训与绩效之间的“真实”关系由吸收能力和创新能力介导。培训很难直接影响结果：必须通过一系列中间变量来实现。可以认为，培训首先通过吸收能力，其次通过创新能力，依次与绩效间接相关（三路径中介效应）。在绩效所接受的所有直接关系中，其解释方差部分通过吸收能力实现，部分通过创新实现。通过培训的直接关系并不显著，仅解释了绩效方差的一小部分。通过结合两种分析方法：PLS-SEM和fsQCA，并使用在线调查数据，这些结果得到了证实。在对同一现象的研究中采用这种双重方法，能够克服每种方法的局限性，而这是单一方法无法做到的，同时也证实了其中任何一种方法所获得的结果。
