This research is an empirical study of the relationship between organization culture, as perceived by employees, and the work-environment-related learning transfer factors in organizations, which we call learning transfer environment (LTE). To measure perceptions of organization culture, we use the Organizational Culture Assessment Instrument and categorize organizations as clan, adhocracy, market or hierarchy. To measure LTE, we use a subset of the Learning Transfer System Inventory items, including items such as feedback and coaching received, supervisor and peer support, supervisor reprimand, resistance or openness to change and personal outcomes (positive/negative). Our results reveal that many of the LTE factors are systemically related to perceptions of organization culture type. Some organization culture types support certain learning transfer factors more than others. Specifically, flexible organizations (defined as predominantly clan and/or adhocracy cultures) have a more supportive LTE than stable organizations (defined as predominantly market and/or hierarchy cultures)

中文翻译：

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个人对组织文化的感知对学习转移环境的影响

这项研究是对员工感知的组织文化与组织中与工作环境相关的学习转移因素之间的关系的经验研究，我们将其称为学习转移环境（LTE）。为了衡量对组织文化的看法，我们使用组织文化评估工具，并将组织分类为氏族，专制，市场或等级制度。为了衡量LTE，我们使用了学习转移系统清单项目的子集，包括诸如收到的反馈和指导，主管和同伴的支持，主管的训斥，对变革的抵抗或开放性以及个人成果（正面/负面）之类的项目。我们的研究结果表明，许多LTE因素与组织文化类型的感知系统相关。一些组织文化类型比其他组织更支持某些学习转移因素。具体而言，灵活的组织（主要定义为氏族和/或专制文化）比稳定的组织（主要定义为市场和/或等级制度文化）对LTE的支持更大