While extensive research has examined the relationship between human resource management systems and organizational performance, the impact of organizational-level training—defined as the quantity and quality of training that an organization provides to its employees—remains less understood. In this article, we conducted a meta-analysis of the relationship between organizational-level training and organizational performance to determine the magnitude of the relationship and test a set of moderators of the relationship. Grounded in human capital theory, our meta-analysis employs a theoretically driven moderator analysis to identify the conditions under which organizational-level training significantly influences organizational performance. The results from 159 studies (N = 75,033) show that the relationship between organizational-level training and organizational performance is positive and significant ( ρ = .13, SD ρ = .17, 95% CI [.11, .16]). More importantly, the effect size differs significantly across several theoretical (e.g., training dimensions, type of human capital, outcome dimensions, and timing of measurement) and contextual (e.g., industry knowledge intensity, firm age, and region) moderators. Implications of these findings and directions for future research are discussed.

中文翻译：

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组织层面的培训和绩效：元分析调查


虽然进行了广泛的研究，考察了人力资源管理体系与组织绩效之间的关系，但组织层面的培训（定义为组织为其员工提供的培训的数量和质量）的影响仍然知之甚少。在本文中，我们对组织层面的培训与组织绩效之间的关系进行了荟萃分析，以确定关系的大小并测试了一组关系的调节因素。我们的荟萃分析以人力资本理论为基础，采用理论驱动的调节器分析来确定组织层面培训显着影响组织绩效的条件。159 项研究的结果 （N = 75,033） 表明，组织层面的培训与组织绩效之间的关系是积极且显著的 （ ρ = .13， SD ρ = .17， 95% CI [.11， .16]）。更重要的是，效应量在几个理论（例如，培训维度、人力资本类型、结果维度和测量时间）和背景（例如，行业知识强度、公司年龄和地区）调节因素之间存在显著差异。讨论了这些发现的意义和对未来研究的方向。