Evaluación de la formación: modelo tridimensional de la motivación para el transfer
DOI:
https://doi.org/10.21615/cesp.7689Palabras clave:
motivación, evaluación de la formación, autoeficacia, transferenciaResumen
El transfer consiste en aplicar en el puesto de trabajo lo aprendido durante acciones formativas. El transfer se ve afectado por la percepción que los trabajadores tienen de ciertas barreras relativas al mismo, como las características de los cursos o el apoyo de jefes y compañeros, además de variables como la motivación y la autoeficacia. Se realizó un estudio para diseñar un instrumento para evaluar la motivación para el transfer, teniendo en cuenta las barreras percibidas por los trabajadores y su relación con la autoeficacia, y analizar sus propiedades psicométricas. Se llevó a cabo un estudio de diseño correlacional transversal, de tipo psicométrico en el que participaron 208 trabajadores que cursaron 17 acciones formativas (media de edad 39,4 años; 57,7% varones), a quienes se aplicó una escala de motivación para el transfer, medidas de autoeficacia, atribución causal y actitud hacia la formación, entre otras. Análisis factoriales exploratorios (SPSS28), confirmatorios (PLS3) y de consistencia interna, muestran que el instrumento cuenta con adecuada validez y fiabilidad. Se compone de 24 ítems que se agrupan en tres factores: contenidos, apoyo y motivación. La motivación para el transfer correlaciona de forma positiva y significativa con la autoeficacia general, la actitud hacia la formación y la motivación de logro, aportando así evidencias de validez convergente. El instrumento ofrece oportunidades prácticas a los responsables de recursos humanos y de gestión de la formación en el ámbito organizacional para ampliar el diagnóstico de necesidades de formación y la evaluación de las acciones formativas.
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