Porto, J., Borges-Andrade, J., Mouro, L. and Pantoja, M.J., Universidade de Braslia, Brazil
The objective of this study was to investigate individual values and perception of support to training transfer as predictors of training impact. data was obtained from a sample of 162 professionals in a hospital and a bank. The participants finished the training courses approximately 3 months before answering the questionnaire. At the hospital, the courses were part of a selection process and were supposed to develop KSAs related to the new job. At the bank, the courses had a focus on the development of managerial skills. The scales were previously validated. Sequential regression was employed, for each organization, to determine if addition of information regarding organizational support and then the interaction between values and support improved prediction of training impact beyond that afforded by values. The results indicated that psychosocial support and the motivational type Conservatism contributed significantly to prediction of training impact for the hospital (R=0,31; F=17,01). The result for the bank indicated psychosocial support and the motivational type Openness to change as important variables for prediction of training impact (R=0,19; F=9,16). The interaction between values and organizational support was not significant in both organizations. The results suggest that individuals who seek preservation of stability tend to perceive more training impact when the training purpose is to maintain organizational status quo. On the other hand, when the purpose is the development of innovative climate, individuals who favour change perceive more impact.