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Publication
Os fatores que afetam a transferência da formação para o posto de trabalho: Estudo em contexto organizacional
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Abstract(s)
O estudo aqui apresentado tem como principal objetivo contribuir para o conhecimento dos fatores que afetam a transferência das aprendizagens da formação para o local de trabalho.
O estudo foi realizado a partir de um caso concreto numa organização pública portuguesa do setor de infraestruturas de transportes. Foi concretizada uma análise da evolução dos preditores de transferência em dois anos distintos; de seguida foram percebidos quais os fatores que melhor explicam a transferência das aprendizagens da formação para o posto de trabalho bem como a direção e a intensidade das relações entre os fatores em estudo. A amostra é constituída por um total de 624 participantes em ações de formação profissional, sendo 267 referentes ao ano 1 e 357 ao ano 2.
De forma a avaliar a Transferência, foi utilizado o instrumento (Questionário de Transferência de Aprendizagens da Formação) desenvolvido e cedido pela organização em questão. O questionário avalia em que medida os participantes dos programas de formação conseguiram aplicar as aprendizagens efetuadas no contexto real de trabalho e quais as suas perceções sobre os fatores envolvidos nesse processo.
Os resultados permitiram perceber que existiram diferenças do ano 1 para o ano 2 dos fatores: Motivação para Transferir, Abertura à Mudança e Expectativas de Resultados; sendo que as médias dos fatores Motivação para Transferir e Expectativas de Resultados estão mais elevadas no ano 2. Verificou-se também uma relação positiva e significativa entre a Motivação para Transferir e o Suporte da Chefia com a Transferibilidade da aprendizagem. Foi também possível perceber que os fatores que melhor explicaram a transferência das aprendizagens da formação para o posto de trabalho foram: a Motivação para Transferir, a Abertura à Mudança, as Crenças de Auto-Eficácia e o Suporte da Chefia.
Conclui-se acerca dos benefícios da formação e da importância de potenciar a transferência das aprendizagens da formação para o posto de trabalho através do investimento nos seus preditores.
This study aims to contribute to the knowledge of the factors that affect the transfer of learning from training to the workplace. The study was conducted on a specific case of a Portuguese public organization from the transports infrastructure sector. An analysis on the evolution of the predictors of transference in two different years was carried out, followed by the factors that best explain the transfer of learning from training to the workplace, as well as the direction and intensity of the relationships between the factors under study. The sample consists of a total of 624 participants in vocational training, with 267 referring to year one and 357 to year two. To evaluate the Transfer, it was used the Training Learning Transfer Questionnaire, developed and provided by the organization. The questionnaire assesses the extent to which participants were able to apply the learning acquired in a real work context and their perceptions regarding the factors involved in this process. Results demonstrate changes from the first to the second year on the following factors: Motivation to Transfer, Openness to Change and Expectations of Results; Motivation for Transfer and Outcome Expectations are stronger in the second year. The positive and significant relationship between Transfer Motivation and Leadership Support with Transferability has also been confirmed. It is also possible to notice that the factors that best explain the transfer of learning from training to the workplace are: Motivation to Transfer, Openness to Change, Beliefs of Self-Effectiveness and Leadership Support. The study concludes regarding the benefits of training and the importance of enhancing the transfer of learning from training to the workplace by investing in its predictors.
This study aims to contribute to the knowledge of the factors that affect the transfer of learning from training to the workplace. The study was conducted on a specific case of a Portuguese public organization from the transports infrastructure sector. An analysis on the evolution of the predictors of transference in two different years was carried out, followed by the factors that best explain the transfer of learning from training to the workplace, as well as the direction and intensity of the relationships between the factors under study. The sample consists of a total of 624 participants in vocational training, with 267 referring to year one and 357 to year two. To evaluate the Transfer, it was used the Training Learning Transfer Questionnaire, developed and provided by the organization. The questionnaire assesses the extent to which participants were able to apply the learning acquired in a real work context and their perceptions regarding the factors involved in this process. Results demonstrate changes from the first to the second year on the following factors: Motivation to Transfer, Openness to Change and Expectations of Results; Motivation for Transfer and Outcome Expectations are stronger in the second year. The positive and significant relationship between Transfer Motivation and Leadership Support with Transferability has also been confirmed. It is also possible to notice that the factors that best explain the transfer of learning from training to the workplace are: Motivation to Transfer, Openness to Change, Beliefs of Self-Effectiveness and Leadership Support. The study concludes regarding the benefits of training and the importance of enhancing the transfer of learning from training to the workplace by investing in its predictors.
Description
Dissertação de Mestrado apresentada no ISPA –
Instituto Universitário para obtenção de grau de Mestre
na especialidade de Psicologia Social e das Organizações.
Keywords
Formação profissional Transferência de formação Fatores preditores da transferência Professional Training Training Transfer Predictors of Training Transfer