Training, Creativity and Innovation

Valerij Dermol and Nada Trunk Širca
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Valerij Dermol: International School for Social and Business Studies, Slovenia
Nada Trunk Širca: International School for Social and Business Studies, Slovenia

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Abstract: Purpose: The purpose of the research is to examine the effect of a combination of training and training transfer factors on intentions to create new knowledge through stimulating creativity, experimentation and introduction of new products, services and processes in companies. Design/methodology/approach: In the study we use quantitative research methods, based on data collected on a sample of 247 Slovenian service companies. To process the data, various multivariate statistical methods were used (factor analysis and multivariate regression analysis). Findings: In the study we find positive effects of adequate quantity and quality of training and the training transfer factors on intentions to create new knowledge in an organisation. Among the training transfer factors the study reveals a relatively strong influence of organisational incentives (related to peer and especially supervisor support. The effect of training is positive and relatively strong. Research limitations/implications: The study represents a starting point for exploring the relationship between training and processes of creation of new knowledge. To improve the reliability of the study, additional research should be undertaken using mixed research methods. Practical implications: The study presents useful findings about the potentialities for encouraging creativity, experimenting and creating new knowledge required for further companies’ development. Originality/value: In the areas of research focused on training and training transfer factors there is not much work done related to the study of relationships between training and creativity, innovation and development of new products, services or processes. Most research has been focused on the questions how to promote learning, cognitive and behavioural changes, knowledge transfer and organisational performance. Therefore, we believe, that this study represents an original contribution to the promotion of training in an organisation as a means of enhancing creativity, innovation and new knowledge development.

Keywords: training; training transfer factors; knowledge creation (search for similar items in EconPapers)
Date: 2013
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Persistent link: https://EconPapers.repec.org/RePEc:tkp:tiim13:s6_184-193

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