The Empirical Study On The Factors Affecting Training Transfer Of Knowledge-based Workers

With the knowledge economy coming, there are higher and higher requirements on the quality and capacity of staff in companies. The enterprises pay more attention to the training of working staff. Although the number of employees participating in training is more and more, the change of their behavior and attitude does not receive its expectation, in other words, the result of training transfer is not much obvious. Training transfer means that trainees use knowledge and skills that learned in trainings on the jobs effectively. We can find in previous studies that most scholars studied trainees’individual transfer motivation, working support, leader support and organization support and also training content, training class so on other factors from the perspective of all staff in enterprise. Although the knowledge workers are playing a more and more important role in enterprises, the effect of training transfer of knowledge-based staff after being trained is not obvious, few researchers divide the staff group into different styles to research the influence factors in training transfer. Researches from the perspective of knowledge-based staff’s benefits are far less.This article used literature review method and empirical method to carries on the research of the knowledge-based staff about the influencing factors of training transfer, and then carries on the data analysis with the SPSS17.0statistical analysis tool. Firstly, through literature method, proposing the problems to be solved and the preliminary theoretical model in this research, individual characteristics, training design and training climate as three main variables were studied in the influence factors research of knowledge worker trains the transfer. In the three variables, training design contains’the level of teachers’and’training content’two sides. There are’work support’,’organization support’,’leader support’included in the climate of training. Secondly, there are six theoretical hypotheses based on the initial model, namely training climate which contains all varies has an effect on training transfer of knowledge-based staff; training design which contains all varies influences training transfer of knowledge-based staff; individual characteristic also has an effect on training transfer; training climate which contains all varies has an effect on training design; training design which contains all varies influences individual characteristic; training climate which contains all varies has an effect on individual characteristic. Thirdly, composing, releasing and recycling investigation questionnaire, including the investigation ahead of time, and selecting and dealing with the statistics. Last of all, this study carries on the data analysis with the SPSS17.0statistical analysis tool, mainly including item analysis, credibility and reliability analysis, factor analysis, correlation analysis, regression analysis so on. Individual characteristic, training climate and training design are major key factors influencing training transfer of knowledge-based workers. Individual characteristics, organization support and leader support which are included in training climate training content which is in training design are most important factors.The innovations point lay in has profiled from mature meter GTCS, simultaneously constructed individual and the training design factor meter, the training design including training content and teachers level. So that the meter overall tends to be more comparatively completed. What’s more, on the basis of the former study, it designed the training transport model of knowledge-based workers, individual characteristics, training design and training climate as three major variables. By analysis, individual characteristic factor is emphasized on the influence of training transfer of knowledge-based workers. The next is training climate and the last is training design factor. The research of the effective factors of knowledge-based workers’training transfer has made up for the insufficiency formerly studied. This research’s deficiency lies in that because of the limits of the design and the condition, this article has been limited by region, profession, staff individual characteristic and the working time; meanwhile this article only uses the single questionnaire survey, not conducts the long-term research to the receiving training transfer effect and the influencing factor. Otherwise this research only promotes to train the transfer the influencing factor to carry on the analysis, has not considered the hindrance training transfer each kind of factor.