Employee exposure to HRD and training transfer: the mediating role of formal training evaluation and the moderating role of informal learning behaviors
Cataldo Giuliano Gemmano, Amelia Manuti, Vicente González-RomáPurpose
This study investigates the mechanisms underlying the association between employee exposure to Human Resource Development (HRD) and training transfer, focusing on the mediating role of formal training evaluation and the moderating role of informal learning behaviors. Building on the Congruence theory and applying its propositions to the framework of training transfer, we argue that informal learning behaviors strengthen the positive indirect effect of employee exposure to HRD on training transfer through formal training evaluation.
Design/methodology/approach
A sample of 217 white-collar employees participated in the study, responding to an online survey. Latent moderated structural equation modeling was used to test the proposed moderated and mediated relationships.
Findings
Results showed a significant positive indirect effect of employee exposure to HRD on training transfer through the mediation of formal training evaluation. Moreover, informal learning behaviors were revealed to boost this indirect relationship.
Originality/value
These findings contribute to sustaining the theoretical and practical integration of formal and informal learning in view of their combined effect on training transfer. The study outlines organizational strategies to enhance training transfer by fostering both quantity and quality of formal training and encouraging informal learning in the workplace.