Research On The Mechanism Of Workplace Learning And Transfer Effect

In the era of lifelong learning,learning is no longer limited to education within the school,but gradually integrated into people's daily work and life.In particular,based on learning in the workplace,it can help employees maintain the various knowledge and skills needed for their career development,and respond more responsively to changing work content and organizational environment.This study defines the concept and connotation of workplace learning by sorting and categorizing relevant domestic and foreign literature.Starting from the different ways of learning in the workplace,the workplace learning is classified.Based on the learning status and management practices of Chinese enterprises,the workplace learning is divided into formal learning and informal learning based on whether the learning activities are organized and designed by the organization.Next,through the abstract setting of the context learning theory,the Person-environment fit is used as an environment variable that affects the learning transfer behavior,and is put into the model framework for investigation.Considering that different dimensions in person-environment fit will play different roles,therefore,two dimensions of person-organization fit and person-jobfit are selected as mediating variables for workplace learning and learning transfer,and person-supervisor fit is selected as person-Organizational fit and person-jobfit moderators that influence learning transfer.After that,a randomly distributed questionnaire was used to collect data samples,and statistical software such as SPSS and AMOSE were used for statistical analysis and testing of the scale's reliability and validity,and further verified the theoretical hypotheses proposed by this research.Through the multiple linear regression analysis of questionnaire data,this study draws the following conclusions: First,workplace learning will positively affect employees' learning and migration behavior.Both formal and informal learning in the workplace positively influence employee migration behavior,and informal learning has a greater impact on migration outcomes than formal learning that is planned in the organization.This is due to the autonomy and flexibility of informal learning,where employees can choose learning content that is useful to them and thus more likely to migrate.Second,person-organizational fit plays a mediating role in the impact of workplace learning on migration outcomes.Person-organization fit includes two dimensions: consistency fit and complementarity fit.These two dimensions mediate the influence of formal learning and informal learning on the migration effect.Through further analysis,it can be seen that the effect of workplace learning on the effect of migration through consistency fit is significantly higher than that through complementary fit,and the mediation effect of consistency fit in the process of formal learning on migration effect is more obvious;complementarity fit The mediating role of informal learning in the impact of migration effects is more pronounced.This is because formal learning is mainly based on lectures or training,which helps employees to achieve consistent fit with organizational values,and it is easier to pass the impact of formal learning to the effect of migration.Informal learning is chosen by employees,and it is easy to improve the complementarity of employee skills and job requirements,thus affecting the effect of learning transfer.Third,person-job fit plays a mediating role in the impact of workplace learning on migration outcomes.People-post fit mediates the impact of formal learning and informal learning on the impact of migration in the workplace.It can be seen from further comparison that informal learning has a greater impact on migration effects through person-job fit than formal learning.Fourth,the person-supervisor fit plays a regulatory role in the process of person-organization fit and person-job fit affecting the learning migration effect.The regulation effect of the person-supervisor fit on the influence of consistency fit on learning migration is less than the adjustment effect of the complementarity fit on the learning migration.The former's match is ideological and affects the employee's attitude and feeling;while the latter's match is the employee's job competency,which will affect the employee's behavior.Learning transfer is the practical application of employees' knowledge and skills.Therefore,person-supervisor fit has a greater impact on complementary fit.At the same time,the person-supervisor fit plays a regulatory role in the impact of the person-job fit on the migration effect.