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Institutional and competitive drivers on managers’ training and organizational outcomes

机译：机构和竞争者对经理的培训和组织成果的驱动力

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Studies of the relationship between employee training and outcomes at the company level, in general, do not produce conclusive results. The objective of this paper is to analyze the drivers and outcomes of managers training. Drawing on institutional and economic-rational perspectives, this research explores the reasons why firms train their managers and which outcomes improve in response to training, to explain the ambiguity of the training effect on performance. To achieve the main objective, an empirical study was carried out on 374 Spanish firms. Findings support the idea that managers training is driven by institutional forces, particularly normative and mimetic forces, and to a lesser extent by competitive factors. That implies two different kinds of outcome are achieved by training managers: organizational legitimacy improves as well as organizational performance. While previous studies focus on the rational economic side of the training–outcome relationship, this paper aims to show the importance of the institutional forces in this relationship, looking at drivers and outcomes and so providing further explanations of the effect of training on performance.
机译：通常，在公司层面上研究员工培训与成果之间的关系并不能得出结论性的结果。本文的目的是分析经理培训的驱动力和结果。本研究从制度和经济理性的角度出发，探讨了企业培训经理人的原因以及响应培训而改善的结果的原因，以解释培训对绩效的模糊性。为了实现主要目标，对374家西班牙公司进行了实证研究。研究结果支持这样的观点，即管理人员的培训是由制度力量，特别是规范和模仿力量，而不是竞争因素驱动的。这意味着培训经理可以实现两种不同的结果：组织的合法性得到改善，组织绩效也得到提高。尽管先前的研究侧重于培训与成果关系的合理经济方面，但本文旨在展示制度力量在这种关系中的重要性，着眼于驱动因素和结果，从而为培训对绩效的影响提供进一步的解释。

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