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Training group diversity and training transfer: A psychological safety perspective
Author(s) -
Creon Laura Elisabeth,
Schermuly Carsten Christoph
Publication year - 2019
Publication title -
human resource development quarterly
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.756
H-Index - 65
eISSN - 1532-1096
pISSN - 1044-8004
DOI - 10.1002/hrdq.21372
Subject(s) - diversity (politics) , psychology , transfer of training , context (archaeology) , psychological safety , diversity training , perspective (graphical) , perception , training (meteorology) , transfer of learning , social psychology , applied psychology , multilevel model , structural equation modeling , developmental psychology , cognitive psychology , computer science , competence (human resources) , paleontology , physics , artificial intelligence , neuroscience , sociology , machine learning , meteorology , anthropology , biology
Effective training transfer continues to be a challenge in human resource development (HRD). In this study, we examined the diversity of the training group as a predictor for training transfer because it has been shown to predict team performance in the work context. We compared objective and subjective diversity measures (diversity faultlines and perceived subgroups) and examined the process by looking at psychological safety and team learning behavior. A sample of 364 training participants in 58 training groups participated at two different times, at the end of each training and 2 months later. Multilevel structural equation modeling revealed a negative serial indirect relationship between perceived subgroups and training transfer via psychological safety and team learning behavior. No relationships were found with diversity faultlines. These results indicate that training transfer decreases the more the participants perceive their group to be split into subgroups, which can be explained with less psychological safety and team learning behavior. We encourage HRD professionals to consider in advance how to avoid in‐training subgroup perceptions and support psychological safety to enhance training transfer.