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Effects of training and development on employee outcomes and firm innovative performance: Moderating roles of voluntary participation and evaluation

机译：培训和发展对员工成果和公司创新绩效的影响：调节自愿参与和评估的作用

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摘要

This study investigates the effect of training and development (T&D) on firm innovation. Given the inconsistent findings on the performance implications of T&D and the lack of studies on the T&D-innovation relationship, we elaborate the multiple dimensions of T&D, intermediate employee outcomes, and boundary conditions to elucidate the pathways of T&D toward firm innovation. We specifically identify two distinct T&D dimensions, namely, firm investment and employees' positive perceptions. The former and the latter, respectively, reflect top-down and bottom-up approaches. We suggest that these two dimensions indirectly affect firm innovative performance by enhancing employees' competence and commitment. We further hypothesize that T&D-related contingencies (i.e., employees' voluntary participation and T&D evaluation) moderate the indirect effects of T&D on firm innovative performance. We examine the current framework by using multisource data collected at three time points over a 5-year period from 325 Korean organizations. Our analysis confirms that the positive indirect effect of T&D on firm innovative performance through employees' competence and commitment becomes stronger (a) when employees voluntarily participate in T&D and (b) when firms do not implement T&D evaluation. This study provides useful and valid theoretical explanations and practical insights into the design and implementation of T&D in firms.
机译：这项研究调查了培训和发展（T＆D）对企业创新的影响。鉴于对T＆D绩效影响的不一致发现以及对T＆D与创新关系的研究不足，我们详细阐述了T＆D的多个维度，中间员工绩效和边界条件，以阐明T＆D通往企业创新的途径。我们专门确定了两个不同的T＆D维度，即公司投资和员工的积极看法。前者和后者分别反映了自上而下和自下而上的方法。我们建议这两个维度通过增强员工的能力和承诺来间接影响公司的创新绩效。我们进一步假设与T＆D相关的突发事件（即员工的自愿参与和T＆D评估）可以缓和T＆D对企业创新绩效的间接影响。我们使用从325个韩国组织在5年中的三个时间点收集的多源数据，研究了当前框架。我们的分析证实，通过员工的能力和承诺，T＆D对公司创新绩效的积极间接影响变得更强（a）当员工自愿参与T＆D时，以及（b）公司不执行T＆D评估时。这项研究为公司的T＆D设计和实施提供了有用而有效的理论解释和实践见解。

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