Abstract Since
learning strategies seem to be an important set of variables to explain the
effectiveness of
training and e-
learning in
organizations is here to stay, this
paper aimed to analyze the factor structure and
psychometric properties of a
Learning Strategies Scale (LSS) and its relationship with the
training transfer in an e-
learning corporate context. A total of 3600
employees of a Brazilian bank participated in this study by responding to the LSS after taking part in an online
course. We measured
training transfer with
self-evaluation and hetero-evaluation
scales. Internal consistency, confirmatory
factor analysis, and multiple regressions were conducted. A four-factor structure and an acceptable level of fit for the model were found. All types of
learning strategies were related to
training transfer in
self-evaluation, and the cognitive and help-seeking
strategies contributed to explain
training transfer in hetero-evaluation. As a reliable and valid
measure that predicts the
effectiveness of
training and
job performance, participants should be advised about the
learning strategies that produce better performance results at the
workplace.
Future research should use it in different contexts and samples, analyzing its relationships with other
workplace variables.