Training and organisational performance: A <scp>meta‐analysis</scp> of temporal, institutional and organisational context moderators

Garavan, Thomas N.; McCarthy, Alma; Lai, Yanqing; Murphy, Kevin R.; Sheehan, Maura; Carbery, Ronan

doi:10.1111/1748-8583.12284

Cited by 74 publications

(108 citation statements)

References 128 publications

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“…The complex cause-effect relationships are not linear and require a holistic analysis of all components: actors, relationships, environments, structures, and processes (Weaver-Hightower 2008). Garavan et al (2020) reached the same conclusion with regard to human resource management. Policy implementations may not always lead to the same result -they always involve adaptation processes within the specific framework conditions in a country.…”

Section: B) Motives and Goals Of The Transfersupporting

confidence: 58%

“…Often it is the sum of the parts, and their interaction, that forms the basis for a successful and sustainable training strategy, both at a micro level (e.g. in a company) (Garavan et al 2020) and at a system level (Pilz 2017, 486). This literature review has revealed that the research of policy transfer moves beyond the learning environments of school and company -it also explores a whole range of transfer elements on various dimensions of the educational eco-system, such as cooperation between stakeholders and the value of vocational training -from various and interconnected academic disciplines (Pilz and Li 2014;Gonon 2014;Pilz 2016aPilz , 2017.…”

Section: B) Motives and Goals Of The Transfermentioning

confidence: 99%

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International transfer of vocational education and training: a literature review

Pilz

2021

Journal of Vocational Education & Training

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The transferability of vocational education and training (VET) systems is a central issue within international comparative VET research. However, scholars working in related disciplines also focus on the international cooperation associated with VET. This literature review presents relevant findings from the field of VET research, but also from the fields of comparative political economy, comparative educational research, and international human resource management. It explores differences and parallels in research about policy transfer between these fields. For example, scholars working in the comparative political economy and educational sciences tend to focus on transfer activities at the systemic level, while those working in international human resource management tend to focus on regional management strategies, and scholars working in VET research focuses on successes and obstacles associated with cooperation. All of these features are interconnected, providing important insights into the transferability of VET systems. The following discussion begins by exploring the rationales underpinning different disciplinary perspectives on policy transfer in VET. Next, it reviews empirical research on the transfer of VET policies from different disciplinary perspectives. It concludes with a critical reflection on the transfer potential -and ho w scholars in all relevant disciplines stress the need for cultural sensitivity, adaption, and long-term planning when transferring policy from one country to another.

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Section: B) Motives and Goals Of The Transfersupporting

confidence: 58%

Section: B) Motives and Goals Of The Transfermentioning

confidence: 99%

International transfer of vocational education and training: a literature review

Pilz

2021

Journal of Vocational Education & Training

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“…These are important new findings, which have not been adequately captured in previous research (Pilz and Wiemann, 2020; Pilz and Li, 2014; Long et al , 1999; Chankseliani et al , 2017). Therefore, the external factors must be given more attention (Garavan et al , 2020). On the basis of the research results we, therefore, have the following implications: The external factors have to be taken into account by companies to a greater extent.…”

Section: Discussionmentioning

confidence: 99%

Conditional factors for training activities in Chinese, Indian and Mexican subsidiaries of German companies

Vogelsang

Pilz

2020

EJTD

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Purpose The purpose of this paper is to analyse the qualification measures of 12 German multi-national companies (MNCs), all of which are present in China, India and Mexico. In particular, the transfer of dual initial training practices and further training measures are investigated. It examines the impact consistent training strategies across national borders have emerged in German companies or local arrangements have developed despite identical internal influencing factors. Design/methodology/approach Because of its design, the focus is on the external factors that influence the companies’ training measures. However, an exploratory approach was followed. To pursue the research question face-to-face expert interviews were conducted with 46 training managers in 12 active companies in all 3 countries. The interviews were completely transcribed and evaluated using qualitative methods. Findings The analysis shows that it is not internal company factors but country-specific contextual factors that influence training measures and that companies cannot act in the same way worldwide. Research limitations/implications The study is based on 12 MNC and only analyses the blue-collar area. Therefore, it would have to be evaluated whether a similar analysis would result from a survey of other companies in different sectors or whether the differences in terms of training and further training measures would then be even greater. Practical implications The study supports the internationalization strategies of MNC by providing first-hand empirical results concerning recruitment and training of blue colour workers on an intermediate skill level. It gives evidence on the need of national adaptation in the process of transferring training cultures from countries of origin into the host countries. More attention must, therefore, be paid to external factors when developing and implementing training measures. Social implications The economic development in many countries includes an expansion of foreign investments. MNC provides employment and income for workers and their families. However, successful foreign investments also include sustainable recruitment and training strategies of the local workforce. The results of the study support policymakers to guide and support foreign companies to develop successful Human Resource Management strategies in the host countries. Originality/value This paper is original because due to the research design the internal factors are kept largely constant and the external influencing factors are singularly focused in detail. Therefore, this procedure makes it possible to investigate whether consistency training strategies across national borders have emerged in German companies or local arrangements have developed despite identical internal influencing factors.

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“…The findings of Oyovwe et al, ( 2021) revealed a substantial association between training and work performance. Additionally, quality training will reduce learning durations, encourage training transfer to the workplace, and increase workers' enthusiasm to transmit training results to the organization (Garavan et al, 2020).…”

Section: Motivational Factors and Employee Engagementmentioning

confidence: 99%

Motivational Factors and Job Performance: The Mediating Roles of Employee Engagement

Almawali¹,

Hafit²,

Hassan³

2021

IJHRS

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This research examines the relationship between motivational factors, job performance, employee engagement and the impact of motivational factors on job performance function of employee engagement as a mediator in the government sector in the Sultanate of Oman. A quantitative study methodology was used, and six hypotheses were evaluated using 111 representative government employees from the Ministry of Education. This study is a pilot test. This study uses quota sampling, and Statistical Package for the Social Sciences (SPSS) and path analysis techniques were used for the analysis. The study's findings indicate that these factors have a favorable association, that motivational factors have significant positive relationships with employee engagement and job performance, and that employee engagement acts as a partial mediator in the relationship between motivational factors and job performance. This study is critical for leaders and regulators interested in enhancing job performance in Oman's public sector. This is one of the few studies on the mediating function of employee engagement in the link between motivational variables and job performance. This is the first research of its kind in Oman for the public sector. Other motivational variables could be examined and evaluated in the private sector in Future research.

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Training and organisational performance: A meta‐analysis of temporal, institutional and organisational context moderators

Cited by 74 publications

References 128 publications

International transfer of vocational education and training: a literature review

International transfer of vocational education and training: a literature review

Conditional factors for training activities in Chinese, Indian and Mexican subsidiaries of German companies

Motivational Factors and Job Performance: The Mediating Roles of Employee Engagement

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