전이관점의 행동공학모형 개발 및 적용 -사내 MBA 사례를 중심으로
The Development and Application of a Transfer-based Behavior Engineering Model -A Case Study of Corporate MBA Program
0
조회
0
다운로드
5
인용
0
참고문헌
키워드
초록
본 연구는 수행공학 관점에서 전이에 영향을 미치는 요인들을 규명하기 위하여 Gilbert의 행동공학모형(Behavioral Engineering Model:BEM)을 중심으로 전이관점의 행동공학 모형을 개발하고, 이를 사내 MBA 프로그램에 적용하여 개발된 모형의 타당성을 검토하고 전이 영향 요인을 파악하는 데에 그 목적을 두었다. 본 연구의 목적을 달성하기 위하여 A의료원의 중간관리자 대상 사내 MBA 과정 수료생 68명을 조사대상으로 하여, 전이관점의 행동공학모형에 기초한 설문을 실시하였다. 확인적 요인분석을 통하여, 6요인 20개 문항으로 구성된 전이관점의 행동공학모형을 타당화하였다. 전이관점의 행동공학모형에 포함된 6요인은 전이수준과 유의미한 수준에서 상관을 나타냈으며, 회귀분석 결과 이들 요인가운데에서 정보요인과 교육요인만이 의의있는 수준에서 전이를 설명하는 것으로 나타났다.
Abstract
Previous studies on transfer have mainly investigated factors that affect transfer from learner, training program, and organizational environments perspectives. These studies have a limitation that they could not examine dynamics and interrelationships among factors related to transfer. Behavior Engineering Model(BEM) is expected to provide a theoretical framework that reveals such dynamics. Thus, the purpose of this study is to identify six factors in the BEM model that affect the perceived level of transfer factors based on the Human Performance Perspective(HPT), and apply the developed BEM model to the case of corporate MBA program. Three research questions were established: (1) Can the six factors in the BEM model that examine the perceived level of transfer be identified from the HPT perspective? (2) Is the factor in the developed BEM model correlated to the perceived level of transfer, (3) what factor is the most influential to explain the transfer of corporate MBA program? To answer the research questions, 68 managers who completed corporate MBA program at A medical center were participated in this study. Confirmatory factor analysis result shows that the transfer-based BEM model with 20 items was validated. Next, significant correlations were found between six factors in the transfer-based BEM model and perceived transfer scores. Finally, a regression analysis shows that information factor and education factor at the transfer-based BEM model explained the perceived scores significantly.
참고문헌 (21)
- 송해덕, "수행공학과 전략적 인적자원 개발", 한국 HRD 연구, 2(1), pp.91~108 (2007)
- 이도형, "조직 내 교육훈련의 학습 및 전이효과", 박사, pp.1995
- 임효창, "교육훈련 프로그램 구성요소가 교육훈련 전이에 미치는 영향: 상사 및 동료 직원의 조절효과를 중심으로", 23(2), pp.101~122 (1999), 한국인사관리학회
- 현영섭, "Kolb의 경험학습모형을 적용한 기업교육 학습전이 모형", 박사, pp.2004
- Baldwin, T. T, "Transfer of Training: A review and direction for future research", Personnel Psychology, 41, pp.63~105 (1998)
- Bandura,A, "Self-efficacy mechanism in human agency", American Psychologist, 37, pp.122~147 (1982)
- Broad, M. L, "Transfer of training: Action packed strategies to ensure high payoff from training investments" (1992), Addison-Wesley
- Colquitt, J. A, "Toward an integrative theory of training motivation: A meta-analytic path analysis of 20 years of research", Journal of Applied Psychology, 85(5), pp.678~707 (2000)
- Ford, J. K, "Factors affecting the opportunity to perform trained tasks on the job", Personnel Psychology, 45, pp.511~527 (1992)
- Gilbert,T.F, "Human competence: Engineering worthy performance in Amherst" (1996), HRD Press
- Hersey, P, "Situational leadership and performance coaching in Coaching for leadership", pp.247~256 (2006), Jossey-Bass
- Holton, E. F, "In Search of an interactive model for HRD evaluation", Academy of Human Resource Department 1995 Conference Proceedings (1995)
- Holton, E. F. Ⅲ., "Toward construct validation of a transfer climate instrument", Human Resource Development Quarterly, 8(2), pp.95~114 (1997)
- Kirkpatrick, D. L, "Evaluation Training Programs: The Four Levels" (1994), Berrett-Koehler Publishers
- Burke, L., "Training transfer: An integrated review", Human Resource Development Review, 6(3), pp.263~296 (2007)
- Legge, K., "Management learning and the corporate MBA: situated or individual", Management Learning, 38(4), pp.440~457 (2007)
- Lim, D. H, "Influence of trainee characteristics, instructional satisfaction, and organizational climate on perceived learning and training transfer", Human Resource Development Quarterly, 17(1), pp.85~115 (2006)
- Noe R, "Trainees attributes and attitudes: Neglected influences on training effectiveness", Academy of Management Review, pp.736~749 (1986)
- Noe, R. A, "The Influence of trainee attitudes on training effectiveness: test of a model", Personnel Psychology, 39, pp.497~523 (1986)
- Tannenbaum, S. I, "Meeting trainees’ expectations: The influence of training fulfillment on the development of commitment, self-efficacy, and motivation", Journal of Applied Psychology, 76, pp.759~769 (1991)
- Tracey, J. B, "Applying trained skills on the job: the importance of the work environment", Journal of Applied Psychology, 80(2), pp.239~252 (1995)