GENERALIZATION OF EMPLOYEE INVOLVEMENT TRAINING TO THE JOB SETTING - INDIVIDUAL AND SITUATIONAL EFFECTS

This study examined whether variables at individual, unit, and suborga nization levels influence the extent to which the knowledge and skills learned in employee involvement (EI) training are generalized beyond specific EI activities. Training generalization occurs when the knowle dge and skills learned in training for a specific purpose in one conte xt (e.g., EI training for use in quality circles) are applied by train ees in another context (e.g., regular job duties). A multiple-cross-le vel design using data gathered from 252 employees and supervisors draw n from 88 units across 11 suborganizations provided support for both i ndividual and situational effects. Hierarchical regression results dem onstrated that characteristics at individual, unit, and suborganizatio n levels significantly predicted the extent EI knowledge, skills, and attitudes were generalized to the core job activities. As predicted, t rainees were more likely to use EI training in performing core job act ivities the more EI activities they participated in, the greater their commitment to the organization, and the less cynical they were about the likelihood of positive organizational change. Contrary to expectat ions, more generalization of EI training was found to occur in units a nd suborganizations with less participative climates.