@article{CreonSchermuly2019, author = {Creon, Laura and Schermuly, Carsten}, title = {Wirksamkeit von Diversit{\"a}tstrainings: Forschungsstand und Formulierung einer Entscheidungshilfe f{\"u}r die Personalentwicklung}, series = {Organisationsberatung Supervision Coaching}, volume = {26}, journal = {Organisationsberatung Supervision Coaching}, number = {3}, pages = {361 -- 378}, year = {2019}, abstract = {Das Angebot an Diversit{\"a}tstrainings ist groß. Uneinheitliche Bezeichnungen und negative Schlagzeilen k{\"o}nnen Personalentwickler/innen die Auswahl des richtigen Trainings erschweren. Dieser Beitrag soll Personalentwickler/innen im Auswahlprozess unterst{\"u}tzen. Dazu stellen wir zuerst eine Klassifikation der Ziele von Diversit{\"a}tstrainings auf. Anschließend fassen wir den Forschungsstand zur Wirksamkeit von Diversit{\"a}tstrainings zusammen und erkl{\"a}ren, von welchen Bedingungen die Wirksamkeit abh{\"a}ngt. Zuletzt fassen wir die Empfehlungen in einer Entscheidungshilfe f{\"u}r die Personalentwicklung zusammen.}, language = {de} } @article{CreonSchermuly2019, author = {Creon, Laura and Schermuly, Carsten}, title = {Training group diversity and training transfer: A psychological safety perspective}, series = {Human Resource Development Quarterly}, volume = {30}, journal = {Human Resource Development Quarterly}, number = {4}, pages = {583 -- 603}, year = {2019}, abstract = {Effective training transfer continues to be a challenge in human resource development (HRD). In this study, we examined the diversity of the training group as a predictor for training transfer because it has been shown to predict team performance in the work context. We compared objective and subjective diversity measures (diversity faultlines and perceived subgroups) and examined the process by looking at psychological safety and team learning behavior. A sample of 364 training participants in 58 training groups participated at two different times, at the end of each training and 2 months later. Multilevel structural equation modeling revealed a negative serial indirect relationship between perceived subgroups and training transfer via psychological safety and team learning behavior. No relationships were found with diversity faultlines. These results indicate that training transfer decreases the more the participants perceive their group to be split into subgroups, which can be explained with less psychological safety and team learning behavior. We encourage HRD professionals to consider in advance how to avoid in-training subgroup perceptions and support psychological safety to enhance training transfer.}, language = {en} }