قنبری, سیروس, زندی, خلیل. (1397). طراحی الگوی سیستماتیک عوامل مؤثر بر انتقال یادگیری به محیط کار (الگویی جهت ارتقای بهره‌وری آموزش‌های سازمانی). مدیریت بهره‌وری, 12(2(45) تابستان), 115-151.
سیروس قنبری; خلیل زندی. "طراحی الگوی سیستماتیک عوامل مؤثر بر انتقال یادگیری به محیط کار (الگویی جهت ارتقای بهره‌وری آموزش‌های سازمانی)". مدیریت بهره‌وری, 12, 2(45) تابستان, 1397, 115-151.
قنبری, سیروس, زندی, خلیل. (1397). 'طراحی الگوی سیستماتیک عوامل مؤثر بر انتقال یادگیری به محیط کار (الگویی جهت ارتقای بهره‌وری آموزش‌های سازمانی)', مدیریت بهره‌وری, 12(2(45) تابستان), pp. 115-151.
قنبری, سیروس, زندی, خلیل. طراحی الگوی سیستماتیک عوامل مؤثر بر انتقال یادگیری به محیط کار (الگویی جهت ارتقای بهره‌وری آموزش‌های سازمانی). مدیریت بهره‌وری, 1397; 12(2(45) تابستان): 115-151.
طراحی الگوی سیستماتیک عوامل مؤثر بر انتقال یادگیری به محیط کار (الگویی جهت ارتقای بهره‌وری آموزش‌های سازمانی)
1دانشیار گروه علوم تربیتی دانشگاه بوعلی سینا، همدان، ایران
2دانش‌آموخته دکتری مدیریت آموزشی دانشگاه بوعلی سینا، همدان، ایران
چکیده
هدف از این پژوهش، طراحی الگوی سیستماتیک عوامل مؤثر بر انتقال یادگیری به محیط کار در سازمانهای دولتی استان کردستان بود. رویکرد پژوهش به‌صورت آمیخته بوده است. روش پژوهش از بعد هدف، اکتشافی و از بعد مخاطب استفاده تحقیق، توسعه‌ای است. نحوه گردآوری و تحلیل داده‌ها، مشتمل بر سه بخش اصلی بود. در بخش اول با استفاده از روش تحلیل داده بنیاد، عوامل، مؤلفه‌ها و شاخص‌های مؤثر بر انتقال یادگیری به محیط کار شناسایی شدند. روش نمونه‌گیری در این قسمت، به‌صورت هدفمند و ابزارگردآوری اطلاعات مصاحبه نیمه‌ساختار یافته بود. در بخش دوم، با استفاده از روش تحقیق پیمایشی، میزان اهمیت عوامل، مؤلفه‌ها و شاخص‌های الگوی استخراج شده اندازه‌گیری شد تا از این طریق، نتایج بخش اول تأیید یا تعدیل گردد. در این قسمت روش نمونه‌گیری به‌صورت تصادفی خوشه‌ای و ابزار گردآوری داده‌ها پرسش نامه بود. در بخش سوم نیز، با مبنا قرار دادن فرایند تحلیل سلسله‌مراتبی، عوامل و مؤلفه‌های الگو، از دیدگاه خبرگان اولویت‌بندی شدند. در این قسمت، روش نمونه‌گیری به‌صورت هدفمند و ابزار گردآوری داده‌ها پرسش نامه مقایسه‌های زوجی بود. مهم‌ترین نتایج پژوهش، دستیابی به الگویی نظام‌مند از عوامل مؤثر بر انتقال یادگیری، مشتمل بر چهار عامل اصلی، 38 مؤلفه محوری و 110 شاخص فرعی بود. عوامل اصلی مؤثر بر انتقال یادگیری، عبارت از عوامل فردی، آموزشی، سازمانی و فراسازمانی بودند. همچنین مهم‌ترین عامل فردی، انگیزه یادگیری؛ مهم‌ترین عامل آموزشی، کیفیت نیازسنجی آموزشی؛ مهم‌ترین عامل سازمانی، حمایت سرپرست قبل از آموزش؛ و مهم‌ترین عامل فراسازمانی، نظارت دولت بر کیفیت شایسته‌گزینی بود.
Designing a systematic model of factors affecting learning transfer to workplace (A model for improving the productivity of organizational trainings)
نویسندگان [English]
Siroos Ghanbari1؛ Khalil Zandi2
1Associate Professor, Department of Educational Sciences, University of Bu-Ali Sina, Hamedan, Iran
2Graduated Ph.D. in Educational Management at Bu-Ali Sina University, Hamedan, Iran
چکیده [English]
The purpose of this research was designing a systematic model of factors affecting learning transfer to workplace in governmental organizations of Kurdistan province. Approach of research is mixed. In terms of purpose, research method is exploratory and it is developmental in terms of research user. Data collection and analysis methods, was comprised of three main sections. In the first section, factors, components and indicators of systematic model of learning transfer to workplace identified using grounded theory. The sampling method in this section was purposive sampling and data collection instrument was semi-structures interviews. In the second section, the importance of factors, components and indicators were assessed using survey research so that confirm or balanced the results of first section. In this section, the sampling method was based on a cluster random sampling and data collection tool was closed questionnaire. The third section, with the basis of Analytical Hierarchy Process (AHP), factors and components of the model, were ranked according expert views. In this section, the sampling method was purposive and data collection instrument was paired comparisons questionnaire.Proportionate to each section,used of different qualitative and quantitative methods and tools. The results of the research was achieve to a systematic model of factors affecting the transfer of learning, including four major factors, 38 axial components and 110sub-index.The main factors affecting the transfer of learning were personal, training design, organizational and extra-organizational factors. The most important personal factor was a motivation for learning; the most important training design factor was a quality of training needs assessment; the most important organizational factor was a supervisor support before training; and the most important extra-organizational factor was government supervision on quality of meritocracy.
کلیدواژه‌ها [English]
transfer of learning, personal factors, training design factors, organizational factors, extra-organizational factors
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