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Predictors of a successful implementation of an ergonomic training program

机译：人体工程学培训计划成功实施的预测因素

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摘要

Job, organizational and individual predictors of a successful implementation of an ergonomic training program were evaluated in a single-case study. The conceptual model of learning transfer of Baldwin and Ford (1988) was adapted for an ergonomic context. 116 employees in a large production company underwent a comprehensive ergonomic training. Transfer of training into practice was measured by the number of ergonomic improvements which were realized in the company in the years after the training. Job, organizational and individual variables explained 35% of the variance of learning transfer in to the organization. Psycho-social resistance attitudes and management support were found to be the most important predictors of implementation failure and success.
机译：在单例研究中评估了成功实施人体工程学培训计划的工作，组织和个人预测因素。 Baldwin和Ford（1988）的学习转移的概念模型适用于人体工程学背景。一家大型生产公司的116名员工接受了全面的人体工程学培训。通过在培训后的几年中公司实现的人体工程学改进次数来衡量培训是否付诸实践。工作，组织和个人变量解释了学习转移到组织中的差异的35％。人们发现，心理社会抵制态度和管理支持是实施失败和成功的最重要预测指标。

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