TY - JOUR A1 - Creon, Laura A1 - Schermuly, Carsten T1 - Wirksamkeit von Diversitätstrainings: Forschungsstand und Formulierung einer Entscheidungshilfe für die Personalentwicklung JF - Organisationsberatung Supervision Coaching N2 - Das Angebot an Diversitätstrainings ist groß. Uneinheitliche Bezeichnungen und negative Schlagzeilen können Personalentwickler/innen die Auswahl des richtigen Trainings erschweren. Dieser Beitrag soll Personalentwickler/innen im Auswahlprozess unterstützen. Dazu stellen wir zuerst eine Klassifikation der Ziele von Diversitätstrainings auf. Anschließend fassen wir den Forschungsstand zur Wirksamkeit von Diversitätstrainings zusammen und erklären, von welchen Bedingungen die Wirksamkeit abhängt. Zuletzt fassen wir die Empfehlungen in einer Entscheidungshilfe für die Personalentwicklung zusammen. KW - Diversitätstraining KW - Wirksamkeit KW - Personalentwicklung Y1 - 2019 N1 - Online: https://www.researchgate.net/publication/334747699_Wirksamkeit_von_Diversitatstrainings_Forschungsstand_und_Formulierung_einer_Entscheidungshilfe_fur_die_Personalentwicklung VL - 26 IS - 3 SP - 361 EP - 378 ER - TY - JOUR A1 - Creon, Laura A1 - Schermuly, Carsten T1 - Training group diversity and training transfer: A psychological safety perspective JF - Human Resource Development Quarterly N2 - 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. Y1 - 2019 N1 - Online: https://www.researchgate.net/publication/333574228_Linking_Training_Group_Diversity_and_Training_Effectiveness_A_Psychological_Safety_Perspective VL - 30 IS - 4 SP - 583 EP - 603 ER -