Research On The Antecedents And Mechanisms Of Quality Management Training Transfer

The 14^th Five-Year Plan draws a blueprint for China to become a world manufacturing power and quality power,and facilitates high-quality development with the support of talented people.The realization of quality power strategy stimulates the social demand for professional quality talents and promotes organizations to pay more attention to quality management training.Organizations need to bear high investment costs when providing quality management training and expect to obtain a good return from the implementation process.However,managers find that it is still difficult for some employees to effectively transfer the quality management knowledge and methods into real work after training,which decreases the return on training investment.Therefore,the transfer problem of quality management training has become one of the management problems which need to be solved within the organization.Compared with the high attention paid to the transfer of quality management training in organizations,this issue has not been fully studied by scholars.General functional training is traditionally implemented by the human resource department or corresponding functional department,while quality management training is conducted under the organization context,and requires the active participation of employees at all levels.The effective transfer of quality management training content has a significant influence on organization performance.Although several researchers have discussed the issue about how to enhance the effectiveness of quality management training,existing literature pays little attention to the transfer problem of quality management training.To fill the research gap,this study aims to explore the key influencing factors and driving mechanisms of quality management training transfer.In conclusion,this study provides new perspectives for the research of quality management training.This dissertation divides the transfer process of quality management training into three key stages（including the motivation to transfer,initial training transfer,and continuous transfer intention）based on the Dynamic Transfer Model,and provides a systematic analysis of the question about how to enhance the level of quality management training transfer.Specifically,this study takes quality management as the research context,and further conducts empirical analysis in each stage,and explores the potential influencing mechanisms by introducing psychological theories.Firstly,drawing on the Cognitive Appraisal Theory,this study explores the formation mechanisms of the motivation to transfer from a personal cognition perspective.The results of data analysis show that quality value congruence has a positive impact on the motivation to transfer.In addition,learning goals and quality improvement self-efficacy play critical mediating roles in the relationship between perceived usefulness and the motivation to transfer.Secondly,this dissertation attempts to find the promotion path of initial quality management training transfer from the training design perspective.In addition,this study collects the data of initial training transfer from two sources,the questionnaire data are collected to reflect employees’subjective evaluation of the initial training transfer performance,and the project score is used to reflect the managers’review of employees’initial training transfer behavior.The results support that training content validity impacts initial training transfer through the mediating role of training engagement,and training criticality and training engagement play mediating roles in the transfer design-initial training transfer link.Thirdly,this dissertation identifies the positive and negative work environment factors and explores the antecedents of continuous transfer intention based on the Behavioral Reasoning Theory.The results present that person-job fit and job satisfaction play mediating roles in the structural empowerment-continuous transfer intention link.Besides,role conflict has an adverse influence on job satisfaction,which further negatively impacts continuous transfer intention.In conclusion,this dissertation enriches the field of research in antecedents of the motivation to transfer,reveals the directions and paths to improve the level of initial training transfer,and provides new analysis perspectives for the research field of continuous transfer intention.Drawing on the Dynamic Transfer Model,this dissertation explores the key influencing factors and driving mechanisms of quality management training transfer.In theory,this study contributes to the literature which focuses on exploring the antecedents of quality management training transfer.In addition,taking learning experience,training attitude and work attitude as mediators provides reasonable interpretation about the formation mechanisms of quality management training transfer.In practice,this study provides managerial insight that organizations should pay more attention to the transfer environment and the design work of quality management training.In addition,the results of this study provide suggestions for organizations to improve the return on training investment,cultivate professional talents effectively,and implement quality management practices successfully.Furthermore,this study also provides important reference values for enhancing the effectiveness of general management training.