Influences of individual and situational characteristics on measures of training effectiveness

Article Abstract:

A model of individual and situational influences on individuals' training-related motivation and training effectiveness based on valence-instrumentality-expectancy theory was developed. A training program designed to improve proofreading skills was tested with 106 university employees. The findings supported the hypothesized relationship between learning and performance. Further, a hypothesized moderated relationship between training motivation and reactions, as related to learning was supported. We obtained minimal support for the hypothesized antecedents of training-related motivation. A revised model was formulated in which reactions to training play a complex role, moderating some relationships yet mediating others. (Reprinted by permission of the publisher.)

Employee motivation

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Applying utility concepts to a training program in supervisory skills: a time-based approach

Article Abstract:

An application of utility analysis concepts, this study employed a quasi-experimental design to demonstrate the effects of a training program in supervisory skills on the performance ratings of 65 bank supervisors. We expanded the utility formula presented by Schmidt, Hunter, and Pearlman, incorporating economic considerations suggested by Boudreau in a time-based framework. Results indicated considerable dollar benefit to the organization from training supervisors. The utility formula was modified to permit examination of influences of adjusting various parameters of the model and of training additional groups on overall utility benefits. (Reprinted by permission of the publisher.)

Analysis, Training, Management research, Management training, Supervisors

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Creativity and standardization: Complementary or conflicting drivers of team effectiveness?

Article Abstract:

The relationships between creativity, the use of standardized work practices, and effectiveness among 90 empowered teams of service technicians were examined. The results indicated that such factors can be complementary and standardization was found to moderate the relationship between creativity and both team performance and customer satisfaction.

United States, Science & research, Evaluation, Work groups, Teamwork (Workplace), Organizational effectiveness, Group work in research, Group research

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