Company based life long learning: what's the pay-off for the employers?

J. Pate; G. Martin; P. Beaumont; J. McGoldrick

doi:10.1108/03090590010321115

Company based life long learning: what's the pay-off for the employers?

J. Pate
, G. Martin
, P. Beaumont
, J. McGoldrick

Research output: Contribution to journal › Article › peer-review

28 Citations (Scopus)

Abstract

Addresses the question: will investment in HRD through company-based programmes of lifelong learning pay dividends to companies in terms of knowledge transfer from courses and more positive psychological contracts? Develops a model of the relationship between HRD investment, the content of psychological contracts and key consequences such as satisfaction, continuance commitment and knowledge transfer. This model is tested empirically using data from a survey of a cohort of participants in a major Scottish electronics company. The results show that the programme paid off in terms of more positive psychological contracts and knowledge transfer. However, contrary to other research, the nature of the transfer climate (e.g. manager support, career and salary advancement, etc.) was not seen to be important in affecting knowledge transfer. This latter finding has important implications for HR policies in knowledge creating companies.

Original language	English
Pages (from-to)	149-157
Number of pages	9
Journal	Journal of European Industrial Training
Volume	24
Issue number	2/3/4
DOIs	https://doi.org/10.1108/03090590010321115
Publication status	Published - 2000

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10.1108/03090590010321115

http://eprints.gla.ac.uk/53263/

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title = "Company based life long learning: what's the pay-off for the employers?",

abstract = "Addresses the question: will investment in HRD through company-based programmes of lifelong learning pay dividends to companies in terms of knowledge transfer from courses and more positive psychological contracts? Develops a model of the relationship between HRD investment, the content of psychological contracts and key consequences such as satisfaction, continuance commitment and knowledge transfer. This model is tested empirically using data from a survey of a cohort of participants in a major Scottish electronics company. The results show that the programme paid off in terms of more positive psychological contracts and knowledge transfer. However, contrary to other research, the nature of the transfer climate (e.g. manager support, career and salary advancement, etc.) was not seen to be important in affecting knowledge transfer. This latter finding has important implications for HR policies in knowledge creating companies.",

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T2 - what's the pay-off for the employers?

AU - Pate, J.

AU - Martin, G.

AU - Beaumont, P.

AU - McGoldrick, J.

PY - 2000

Y1 - 2000

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AB - Addresses the question: will investment in HRD through company-based programmes of lifelong learning pay dividends to companies in terms of knowledge transfer from courses and more positive psychological contracts? Develops a model of the relationship between HRD investment, the content of psychological contracts and key consequences such as satisfaction, continuance commitment and knowledge transfer. This model is tested empirically using data from a survey of a cohort of participants in a major Scottish electronics company. The results show that the programme paid off in terms of more positive psychological contracts and knowledge transfer. However, contrary to other research, the nature of the transfer climate (e.g. manager support, career and salary advancement, etc.) was not seen to be important in affecting knowledge transfer. This latter finding has important implications for HR policies in knowledge creating companies.

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JO - Journal of European Industrial Training

JF - Journal of European Industrial Training

IS - 2/3/4

ER -

Company based life long learning: what's the pay-off for the employers?

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