The Influence Of Organizational Factors On Training Effectiveness Of Knowledge Worker

Construction industry, a pillar industry in China, makes a great contribution to economic development. Industry transformation has been the main topic in the 12th Five-Year Plan. However, construction industry still belongs to labor concentrated model industry. It is also facing a series of change. One of the ways is improving the quality of the employee and the productivity. In recent years, local governments have put more and more efforts on continuing education of the professional and technical personnel. These measures helps to establish human resources basis which for improving professional skills and management skills. As for construction companies, it's apparent that improving training effectiveness is prior to most other topics in the field of human resources management. The professional and technical personnel is the backbone of construction company. The training of these knowledge workers is more important without any questions.In view of this, this study focuses on the factors that influence the training effectiveness of the knowledge worker. According to the earlier investigation, the training effectiveness of the professional and technical personnel does not look good. However, the existing researches show that the knowledge worker are good at studying and have high training motivation. In this way, knowledge worker should achieve good training effectiveness, which is different from the fact. Therefore, instead of taking traditional ways, this paper explores how the organizational factors influence on individual factors and training design, and ultimately the impacts on training effectiveness.Basing on previous study and organizational behavior theory, this paper chooses four important variables, which includes supervisor support, peer support, decentralization of decision rights and communication management, to measure organizational factors. Individual factor refers to training motivation. Training design factors includes training content, training methods, training time and so on. Because of the limitation of time, expenditure and energy, training effectiveness is measured by the perception of the achievement from the knowledge workers. Eventually, a research model is established. In the model, independent variables are the organizational factors, intermediate variables are training motivation and training design, and training effectiveness is the dependent variable.Through the method of questionnaire, this paper collects data from professional and technical personnel of construction companies in Hangzhou. Though descriptive statistical analysis, factor analysis, variance analysis, regression analysis and other common statistical analysis techniques, these analyses lead to the following results:(1) Sex, job title, education, working age and other demographic variables have no significant effect on training effectiveness. This result maybe caused by the particular samples which are knowledge workers of construction companies.(2) Supervisor support, peer support and communication management have positive impact on training motivation. All of the three have significant impact on training effectiveness via training motivation.(3) The degree of centralization of decision rights has negative impact on training design; communication has positive impact on training design. Both of them influence training effectiveness via training design. Based on the conclusions above, this paper provides three suggestions for construction companies in Hangzhou. Firstly, a training support system should be founded. All the supervisors, peers and even top management should be involved in.Through the formal system, the construction companies will provide spirit and material support for the training of knowledge worker. Secondly, a training cooperation system should also be set up. In this way, the knowledge worker representatives and their supervisors can cooperate with training department smoothly. Both sides have clearly responsibilities and make decisions about training together. Thirdly, creating learning culture is also important. The companies could take some measures, such as establish a learning platform, raising team spirit and make a knowledge sharing system. With the aid of enterprise culture, training effectiveness will be raised from subjective power.In consideration of the theory of Organization Behavior, this research started from organizational factors and finally verified the model. Not only does the paper support advices to the construction companies, but also make an exploration for the study of training effectiveness.