营销策略技术变革下提高培训有效性所呈现出来的特点：基于实地的探索性研究外文翻译.doc

外文文献翻译译文 外文原文 原文： Characteristics That Enhance Training Effectiveness in implementing Technological Change in Sales Strategy: A Field-Based Exploratory Study Shikhar Sarin, Trina Sego, Ajay K. Kohli and Goutam Challagalla Researchers note that supervisors can improve employees’ ability to cope by providing them with resources, such as skill development and training, that increase their capacity to deal with stressful events such as technological or strategic changes in the workplace (e.g., Kahn and Byosiere 1998; Schurman and Israel 1995). Enabling actions (such as training) can lead to more favorable feedback about the change (Swanson and Power 2001) and to greater acceptance of change (Leiter and Harvie 1998). Several studies on SFA also highlight the role of training as a major factor leading to the successful implementation, acceptance, and usage of SFA technologies (e.g., Buttle, Ang, and Iriana 2006; Jones, Sundaram, and Chin 2002; Murthy et al. 2008; Pullig, Maxham, and Hair 2002; Schillewaert et al. 2005). Largely, conceptualization and measurement of training in these studies range from (1) the amount of training received, (2) the percentage of employees trained, (3) the type of training provided (i.e., content), and (4) the perceived importance of the training to the organization (Tharenou, Saks, and Moore 2007). Cron et al. (2005) suggest that typical salesperson training programs can also vary along the following dimensions: ? standardization (i.e., common to all salespeople) ? top-down (i.e., management decides) ? mandated (i.e., nonvoluntary) ? structured (i.e., formal and centralized) ? classroom setting (by in-house or outside experts) To the best of our knowledge, no previous study has validated empirically these or related dimensions and linked them to the effectiveness of the training program in the context of change implementation. Prior research has focused largely on training in general, rather than on identifying characteristics of training t