The relationships among perceived effectiveness of network-building training approaches, extent of advice networks, and perceived individual job performance among employees in a semiconductor manufacturing company in Korea

The purpose of the study was to examine the relationships among perceived effectiveness of NBTAs, extent of advice networks, and perceived job outcomes in a semiconductor manufacturing company in Korea, using a mixed method. A quantitative study was primarily utilized to identify whether the perceived effectiveness of NBTAs is related to the development of advice networks, and whether these advice networks lead to better individual job outcomes. The study, further, tested whether advice networks mediate the relationships between the perceived effectiveness of NBTAs and job outcomes. A qualitative study was used to assist in explaining and interpreting the quantitative results.;The data for the quantitative study were collected from an online survey questionnaire. The population consisted of all employees (N=15,000) who were working in production facilities of the company or branch offices in Korea. The total number of respondents was 188 out of 375 employees randomly selected, with an overall response rate of 50.13%. The data for the qualitative study were gathered from semi-structured interviews with eight employees who responded to the online survey. Canonical correlation analysis and hierarchical regression analysis were utilized to analyze the survey data. Additionally, content analysis was employed to analyzed and interpret the interview data.;The results showed that on-the-job training approaches and training approaches within a business unit were perceived to be more helpful than common training approaches to develop advice relations. Yet, no relationships were found between advice networks and the perceived effectiveness of NBTAs. The results also indicated that no mediation occurred between the perceived effectiveness of NBTAs and perceived job outcomes. Although the study failed to reveal the mediation between the perceived effectiveness of NBTAs and perceived job outcomes, the findings from the quantitative and qualitative studies provided evidences that NBTAs helped individuals develop advice networks, and the development of advice networks through NBTAs had an impact on individual job performance and job satisfaction.;In addition, the results of this study identified four processes which create advice networks through training approaches: (1) developing advice networks based on job-relatedness, (2) sharing a common interest among others, (3) spending time doing group activities with others, and (4) spending time doing extra activities with others. This study provided implications for future research and practice of networks and training approaches in the field of HRD.