中文摘要：

针对中国企业培训实践中培训效果不佳的现状,本文跳出现有研究中解释培训效果的理论视域局限,基于企业培训前涉因素的新视角,首次在中国情境下探讨培训前涉因素与企业培训效果之间的内在关系。通过对有效样本数据的研究发现,企业培训前涉因素的五个主要维度对培训效果均有显著正向影响;企业培训前涉因素中的元认知策略对注意性告知与培训效果之间的关系具有负向调节作用,对先行组织者与培训效果之间的关系具有正向的调节作用;工作满意度对培训前涉因素与培训效果的关系中存在部分中介效应。此外,本研究结论为解释中国企业培训效果不佳的现状提供了新的理论支撑,同时为在实践中优化企业培训效果提供了新的决策依据。

英文摘要：

With increasingly standardized companies＇ regulations and the continuous improvements of science as well as business management knowledge,training and management of companies＇ employees have become an important way to enhance the core competitiveness of enterprises.The issue of improving the training effect has attracted great research interests both academically and practically.Therefore,in terms of the poor effect of Chinese enterprise training,this paper addresses the gaps and overcomes limitations of existing research on explaining the training effect,and tries a new theoretical view of pre-training interventions to discuss the inner relationship between pre-training interventions and training effect for the first time in China.Based on the study of a data set of 375 effective samples,we find that the five main dimensions of pre-training interventions all have significantly positive influences on training effect.Moreover,the cognitive strategies involved in the pre-training interventions have a negative moderating effect on the relationship between intentional advice and training effect,and exert a positive moderating effect on the relationship between advance organizers and training effect.Besides,job satisfaction has a partial mediating effect on the relationship between pre-training interventions and training effect.In addition,the findings of this study not only provide a new theoretical explanation for current situation of the poor training effect of Chinese enterprises,but also give suggestions for decision making of the optimization of enterprise training in practice,such as managers should pay more attention to the important role that pre-training interventions play in corporate training,and should analyze the underlying causes of the failure of training from multiple perspectives.Furthermore,it is wise for managers to arrange preparatory work of training according to the different dimensions of pre-training interventions,make use of different mix of pre-training strategies to optimize the trainin