earticle

영어

This study aimed to draw the effectiveness of formal corporate education and training through meta analysis by selecting 44 studies. The results are as follows. First, the overall effect size of corporate concentration training was .494 on average, and the group with training was found to be effective by 15.8% compared to the control group. Second, average effect sizes of learning satisfaction, learning achievement, and learning transfer that are dependent variables were .299, .380, and .471 respectively. Third, regarding effect sizes of learners’ demographic characteristics, training programs, and learners’ environmental factors influencing corporate training, learning motivation was found to be most effective. In terms of the total average effect size of variability, organization compensation, and learning culture that are learners’ environmental factors were more effective. The bosses and co-workers’ supports were also meaningful to affect corporate education and training. The effect size of job-related contents variable of training programs showed the biggest effectiveness. Based on the findings above, motivation related to programs that can create learners’ motivation to learn for effectiveness of corporate training is necessary, and it is urgently required to build organization cultures such as organizational compensation and variability as well as training participants’ environments such as bosses and coworkers’ support. In addition, job duty-oriented programs should be built, but if it is carried out with ability education to improve learners’ self-efficacy, it would bring about more effective results.

한국어

본 연구의 목적은 기업 집체교육훈련의 유효성에 관한 일반화된 결론을 도출하는 것이다. 이를 위해, 1996년부터 2010년까지 출간된 학위논문 44편을 대상으로 평균효과 크기를 활용한 메타분석을 실시하였다. 연구결과, 기업 집체교육훈련은 유효성의 주된 변인인 학습만족도, 학업성취도, 학습전이에서 효과가 있는 것으로 나타났다. 변인 중 학습전이의 효과크기가 가장 높은 것으로 나타났다. 또한 기업 집체교육훈련의 유효성에 영향을 주는 매개변인들을 학습자의 인구학적 측면, 조직환경 측면, 교육훈련프로그램 측면으로 분류하여 효과크기를 파악하였다. 학습자의 인구학적 측면에서는 학습동기 매개변인, 조직환경 측면에서는 조직보상 매개변인, 교육훈련프로그램 측면에서는 직무관련내용 매개변인의 평균 효과크기가 가장 유의미하게 높은 것으로 나타났다. 이를 통해 학습자의 동기를 부여하고, 긍정적인 조직문화를 구축하며 재직자의 역량을 높이는 교육이 필요하다는 점을 제언하였다.