Factors that Influence the Effectiveness of Training in Organizations: A Review and Meta-Analysis.

摘要

We examined training literature focusing on potential factors that could influence effectiveness of training interventions, and used meta-analysis to quantify the impact of these factors. A total of 177 articles and 466 independent data points were used. Across all 466 data points, training was found to be more effective than expected. In addition there was sufficient evidence (SD - .540) to support a search for hypothesized moderators of training effectiveness. Results were expected to contribute to the resolution of issues associated with the impact of aptitude-treatment interactions and the existence of positive-findings bias associated with the methodological rigor or quality of the evaluation study. Implementation quality was found to be a significant moderator of training effectiveness. Although the majority of studies (93%) did not report any needs assessment activities, those that did were found to be markedly more effective than those that did not. Results related to criteria used to evaluate training were not as expected. Effect size for training did not systematically vary as a function of the 'level' of criteria and observed effect size for results criteria was substantially larger than expected. Different training methods were effective for different skills and tasks and functioned as moderators of training effectiveness. Quantitative indicators of the relative overall effectiveness of a variety of training methods, the overall effectiveness of training for various skills and tasks to be trained, and relative effectiveness of the methods for the training specific skills and tasks were calculated. Finally, no empirical evidence supporting the existence of aptitude treatment interactions or the presence of positive-findings bias in studies of training effectiveness was.