ABSTRACT

In this paper, we present the Integrated Training Transfer and Effectiveness Model (ITTEM), a dynamic model integrating dominant training transfer and training effectiveness models that can be used to evaluate whether mental health and wellbeing training interventions are transferred to the workplace and result in changes in emotions, cognitions and behaviours post-training. Through the integration of training transfer and training effectiveness literatures, the ITTEM aims to further our understanding of how we may enhance the effectiveness of training through optimising training transfer. We employ realist evaluation as our theoretical framework and argue that developing our understanding of what works for whom in which circumstances will enable us to improve how we design, implement, and evaluate training. We propose that pre- and post-training contextual factors influence the extent to which training mechanisms are triggered and bring about intended outcomes, in terms of emotions, cognitions, behaviours and improved employee mental health and wellbeing. The ITTEM can be used to develop our understanding of how and when training succeeds or fails. The ITTEM provides valuable insights in to how organisations may design future training to maximise the impact of transfer thus achieving the aims of protecting and promoting mental health and wellbeing.

摘要

在本文中，我们提出了综合培训转移和有效性模型（ITTEM），这是一个整合主导培训转移和培训有效性模型的动态模型，可用于评估心理健康和福利培训干预措施是否转移到工作场所并导致变化在训练后的情绪、认知和行为方面。通过整合培训迁移和培训有效性文献，ITTEM 旨在进一步了解我们如何通过优化培训迁移来提高培训有效性。我们采用现实主义评估作为我们的理论框架，并认为发展我们对在何种情况下对谁有效的理解将使我们能够改进我们设计、实施和评估培训的方式。我们建议，培训前和培训后的环境因素会影响培训机制的触发程度，并在情绪、认知、行为和改善员工心理健康和福祉方面带来预期结果。ITTEM 可用于加深我们对培训成功或失败的方式和时间的理解。ITTEM 为组织如何设计未来的培训以最大限度地提高转移的影响从而实现保护和促进心理健康和福祉的目标提供了宝贵的见解。