Effects of alternative training methods on self-efficacy and performance in computer software training

Article Abstract:

Alternative training methods on self-efficacy and mastery of a computer software program were compared in the context of a field experiment involving 108 university managers. A behavioral modeling approach relative to a tutorial approach yielded higher self-efficacy scores and higher performance on an objective measure of computer software mastery. Participants scoring high in self-efficacy performed significantly better than participants with low computer self-efficacy scores. Participants low in self-efficacy reported greater confidence in their ability to master the software training in the modeling compared with the tutorial conditions. Participants in the modeling training reported more effective cognitive work styles, more ease with the task, more satisfaction with training, and less frustration compared with participants in tutorial training. Implications for training intervention are discussed. (Reprinted by permission of the publisher.)

Software, Computers, Digital computers, Training, Employee training

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Five-year follow-up study of departmental terminations as predicted by 16 preemployment psychological indicators

Article Abstract:

This 5-year study followed 219 public safety officers who were hired in a 1-year study period by a large urban public safety agency. Sixteen preemployment psychological predictors (including MMPI and IPI test scores alone, psychologists' interpretations of test scores, and interpretations of test scores and interviews) were used to predict which officers were subsequently terminated (n = 28). It was found that equations from tests identified the greatest number of terminated officers (68% to 75%) but also resulted in false predictions of termination for 28% to 36% of the hired officers. A combination predictor based on IPI scale scores and critical item endorsements identified 54% of the terminated officers and "sacrificed" 10.5% of the nonterminated group. The psychologists' rating of tests and interviews were less effective than the predictors derived from test data alone. (Reprinted by permission of the publisher.)

Usage, Organizational behavior, Psychological tests, Employee dismissals, Employment terminations, Employment at will, Minnesota multiphasic personality inventory, Job evaluation

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