한국생산성학회

This study examined the effects of goal orientation on learning transfer and the mediated effects of feedback-seeking behaviors in these relationships. The study surveyed 430 trainees participating in 27 training programs conducted by a local distributor with more than 1,000 employees, and out of these, 354 respondents(82.3 percent), were surveyed. This study has theoretical and empirical implications in that it is a dynamic phenomenon resulting from feedback seeking behavior that is part of the trainer‘s proactive efforts, rather than a static phenomenon that occurs naturally for learning transfer. Research has shown that learning goal orientation and prove performance goal orientation have a positive effect on the learning transfer and avoid goal orientation have a negative effect on the learning transfer. The results of the survey on the mediation effects of feedback seeking behavior show that only positive feedback seeking behavior mediate the relationship between learning goal orientation and learning transfer. Based on these findings, the following points are discussed. First, this study has a theoretical significance in that many prior studies that examined the effect of goal orientation on learning transfer have examined the efforts of the trainee on active learning transfer, focusing on the dynamic characteristics of feedback-seeking behavior, whereas they have focused on psychological and static characteristics. In order for the effective learning transfer, the intention and effort to utilize the knowledge and skills acquired through the training program in real life work are necessary, especially feedback is critical in obtaining additional information that is not covered by the training program. In the knowledge-based industry, the deepening expertise of individuals has made it very difficult for bosses and colleagues to evaluate individuals and feedback knowledge and skills that would help them improve performance or learn from them in the past. Therefore, individuals within an organization are actively pursuing feedback rather than simply waiting for feedback because they require a variety of information for identification of their work or behavior and career management. Thus, the feedback-seeking behaviors discussed in this study have important implications for knowledge-based industries. The distribution industry discussed in this study is also currently a leading knowledge-based industry. Competition among distribution companies is getting fiercer due to the recent changes in distribution environment, such as a decrease in consumers‘ income and a change in lifestyle with family members. As a result, distribution companies are investing heavily in hardware, as well as developing new products and services that consumers’ needs. Among these investments, human resources such as training are also becoming more active. The relationship between the variables discussed in this study is significant as none has been studied in the domestic distribution industry so far. First, we want to suggest that, even if companies are actively investing in training, leadership and organizational culture must be in place to give positive feedback on their efforts before learning can be achieved. Second, the previous studies that examined the effect of goal orientation on learning transfer discussed in this study were mainly conducted on the manufacturing industry. This study is meaningful in that it has improved the possibility of more generalization in terms of examining the effect of goal orientation. In addition, distribution companies, which were relatively passive in training compared to manufacturing, have recently begun to actively invest in human resources such as training due to increased competition among distribution companies, and in order to improve the learning transfer, a substantial result of the investment in these training programs, we suggest that companies need to select trainees for training programs based on goal orientation.