Showing papers in "European Journal of Training and Development in 2015"
TL;DR: In this article, a Bayesian multi-measurement mediation model was used to estimate the relation between self-determination theory and engagement and a proxy measure of performance (e.g., work intentions).
Abstract: Purpose – The purpose of this study was to empirically examine the utility of self-determination theory (SDT) within the engagement–performance linkage. Design/methodology/approach – Bayesian multi-measurement mediation modeling was used to estimate the relation between SDT, engagement and a proxy measure of performance (e.g. work intentions) (N = 1,586). To best capture the phenomenon of engagement, two measures of engagement (i.e. the Utrecht Work Engagement Scale-9 [UWES-9] and the Job Engagement Scale [JES]) and one measure of harmonious and obsessive passion (HOPS) were utilized. The HOPS was split into separate scales (harmonious and obsessive passion). SDT was operationalized through the Basic Psychological Needs at Work Scale (BPNS). Performance was operationalized through a latent proxy of work intentions. Findings – Results demonstrated that the association between SDT and engagement were positive. Indirect effects between SDT and work intentions were significant for only two of the four measure...
58 citations
TL;DR: In this paper, the role of human resource development (HRD) climate in mediating the relationship between HPWS and the organizational performance in the context of the power sector of India was examined through a case-based approach.
Abstract: Purpose – This paper aims to study the relationship between high-performance work system (HPWS) and organizational performance and to examine the role of human resource development (HRD) Climate in mediating the relationship between HPWS and the organizational performance in the context of the power sector of India. Design/methodology/approach – The empirical research paper has been conceptualized on the basis of extensive literature survey and examined through a case-based approach. Data and information collected to examine strength of the proposed hypothesis in the context of a power-based company in India. Findings – Agreeing with most of the research, HPWS is found to be positively related with organizational performance. The result does not agree with the HPWS research conducted in Asian countries. Taking clues from “Black Box” approach, the role of HRD Climate as a mediating factor has been studied. The result proved that HPWS influences organizational performance through a supportive development en...
51 citations
TL;DR: In this article, the authors identify how knowledge sharing literature has discussed task, structure, technology and people as elements of organizational change and examine the interactions between the four elements of knowledge sharing.
Abstract: Purpose – The purpose of this study is to identify how knowledge sharing literature has discussed task, structure, technology and people as elements of organizational change and to examine the interactions between the four elements of knowledge sharing. Design/methodology/approach – The research questions guiding the study are: How do organizational change elements influence knowledge sharing? and What are the critical elements of organizational change in relation to knowledge sharing? Based on Leavitt’s (1965) organizational change model, 133 articles published between 2000 and 2012 from 13 journals were reviewed and analyzed. Findings – The total number of articles covering task, structure, technology and people in knowledge sharing was 49, 79, 49 and 97, respectively. Of all references, 97 articles (72 per cent) discussed the important aspects of people, and 79 articles (59 per cent) emphasized the influential role of organizational structure in knowledge sharing. The highest frequency of interactions ...
44 citations
TL;DR: In this article, the authors investigated whether self-awareness is associated with general well-being and positive life outcomes, and whether it is also of specific benefit in the workplace, and evaluated two different interventions designed to improve dispositional selfawareness at work.
Abstract: Purpose The purpose of this study is to investigate whether self-awareness, which is associated with general well-being and positive life outcomes, is also of specific benefit in the workplace. The authors tested the relationship between self-awareness and job-related well-being, and evaluated two different interventions designed to improve dispositional self-awareness at work. Design/methodology/approach Full-time employees took part in these training interventions and completed questionnaires using a switching-replications design. Questionnaires measured dispositional self-attentiveness (reflection and rumination) and job well-being (satisfaction, enthusiasm and contentment) at three time points over a period of six weeks. Statistical analyses were complemented with qualitative analysis of reported impacts. Findings Self-awareness was positively associated with job-related well-being and was improved by training. Employees reported gaining a greater appreciation of diversity, improved communication with colleagues and increased confidence. Research limitations/implications Sample size limited the extent to which the relatively weak relationships between the concepts could be identified. Practical implications Self-awareness is demonstrated to be of value at work, associated with higher well-being and improvements in several positive occupational outcomes. The self-awareness training is more likely to result in active work-based improvements than in reflective changes. Originality/value Dispositional self-awareness is shown to be subject to change through training. The study demonstrates the value of self-awareness at work and identifies a range of related work outcomes.
43 citations
TL;DR: The author explains why he felt compelled to write the book Why Helping Others Drives The authors' Success, and some of the reasons behind his decision to publish it.
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34 citations
TL;DR: In this paper, the authors investigated the perceptions that employees, team-leaders and directors have about the relationships between innovativeness and well-being, and found that all eight possible links between wellbeing and innovation were perceived as plausible.
Abstract: Purpose – This paper focuses on employees’ motivation to participate in innovation at the workplace. The best arguments to persuade employees to renew their work were searched. According to the expectancy theory (Vroom, 1964), a plausible link must be perceived for a motivational state to arise. The paper investigated the perceptions that employees, team-leaders and directors have about the relationships between innovativeness and well-being. Design/methodology/approach – The data consisted of thematic interviews with 14 persons from knowledge- and labour-intensive organisations in the public service sector. Data included material from directors, team-leaders and front-line workers. The theoretical model of Huhtala and Parzefall (2007) was applied to analyse perceptions about links between well-being and innovativeness. Findings – Results indicated that all eight possible links between well-being and innovativeness were perceived as plausible. The most common views were that high innovativeness connects t...
30 citations
TL;DR: A methodology to assess the experiential learning processes of learning lean in an innovative learning environment: the lean model factories showed that learning lean management is supported through a complete coverage of the eight phases of the learning path.
Abstract: Purpose – The purpose of this paper is to present a methodology to assess the experiential learning processes of learning lean in an innovative learning environment: the lean model factories. Design/methodology/approach – A literature review on learning and lean management literatures was carried out to design the methodology. Then, a case study methodology was used to test the framework. Findings – The methodology permitted to asses learning processes and course contents of educational dynamics carried out in model factories and to theoretically ground such learning processes. The test showed that learning lean management is supported through a complete coverage of the eight phases of the learning path. Research limitations/implications – The methodology contributes to the literatures of lean management and experiential learning, proposing a methodology of assessment. Part of the framework could also be applied to other disciplines. Practical implications – The methodology could be used for two purposes:...
27 citations
TL;DR: In this paper, the authors describe the role of training demand in the organisational changes and the relationship between the demand for training and changes made by companies of Rioja wine in entering new markets and innovation in products and, second, that these changes explain the demand of training in marketing and oenology topics.
Abstract: Purpose – The purpose of this paper is to describe the role of training demand in the organisational changes. Design/methodology/approach – The paper describes the demand of training courses in the Rioja wine sector in Spain and its relation with the changes in the sector carried out in recent years. Through a questionnaire, wineries’ managers asked about the training demand in the sector and change processes. It is proposed, first, the relationship between the demand for training and changes made by companies of Rioja wine in entering new markets and innovation in products and, second, that these changes explain the demand of training in marketing and oenology topics. To confirm the hypotheses, a binary logistic regression analysis was performed. Findings – It was found that the relationship between the demand for training and the processes of change, and that the change processes in companies of Rioja wine sector originate a specific demand for training. Practical implications – The paper provides a rev...
26 citations
TL;DR: In this paper, the authors detect the training needs of teachers and trainers working in the vocational education and training (VET) system in the Italian Region of Veneto to design courses, experiences and other training programs tailored to meet the needs emerged.
Abstract: Purpose – The aim of the research presented here was to detect, in line with the European Union’s “Education and Training 2020” work program, the training needs of teachers and trainers working in the vocational education and training (VET) system in the Italian Region of Veneto to design courses, experiences and other training programs tailored to meet the needs emerged. Design/methodology/approach – Four focus groups were including VET teachers and trainers were created, two before the construction and two after the online administration of an ad hoc questionnaire asking teachers and trainers to rate 67 competencies (43 for teachers, 24 for trainers) on the two dimensions of self-assessment (explicitly defined as the current level of mastery) and importance (explicitly defined as the expected level of mastery). Eight hundred twelve teachers and 166 trainers filled in the questionnaire which also asked them to give suggestions about the courses, experiences and other training programs to be designed. Fin...
21 citations
TL;DR: In this article, the authors examined the development of expertise in an applied discipline by addressing the research question: How is professional expertise developed by engaging in high-value, non-routine work.
Abstract: Purpose – This paper aims to examine the development of expertise in an applied discipline by addressing the research question: How is professional expertise developed in an applied profession? Design/methodology/approach – Using a grounded theory methodology (GTM), nine technical-tax experts, and three experienced, non-expert tax professionals were interviewed regarding their experience in developing technical-tax expertise. Using GTM procedures, a core concept and variables (categories and properties of categories) were identified. A theory is advanced which explains the interaction of the core concept and the variables. Findings – This theory proposes that expertise in applied disciplines occurs through years of engaging in the high-value, non-routine work. Professionals with an intelligence matched to the discipline and willingness to work hard are more likely to be successful in this non-routine work. Professionals who find the discipline fascinating and who revel in ambiguity are likely to repeatedl...
21 citations
TL;DR: In this paper, the authors investigated the relationship between perceived content validity and transfer design, as well as with the motivation to improve work through learning, and highlighted the mediating role of social support in this relationship.
Abstract: Purpose – The purpose of this study is to contribute to the understanding of factors that affect training effectiveness According to the literature, social support, perceived content validity, transfer design, the motivation to improve work through learning and positive transfer, contribute to the effectiveness of training Design/methodology/approach – The sample used consisted of 202 employees with ages between 18 and 60 years, working for an insurance company where they had training for a period of three months Findings – The results show a relationship between perceived content validity and transfer design, as well as with the motivation to improve work through learning A mediating role of social support was also evident in this relationship Finally, the authors highlight the findings of the relationship between motivation to improve work through learning and positive transfer Originality/value – These findings contribute to the literature by demonstrating how the role of social support can incre
TL;DR: In this article, the authors examined the self-perceived competencies of 231 Italian students enrolled in a psychological degree program and involved in a practicum, and found poor perception of some competency domains, such as diversity: individual and cultural differences; development of leadership; application of research and ethics; and a frequent acknowledgment of psychological assessment and professional development.
Abstract: Purpose – This study aims to examine the self-perceived competencies of 231 Italian students enrolled in a psychological degree program and involved in a practicum. It analyzes the subjective perception of the competences that students expect to develop, acknowledge as developed and that might be inferred from tasks performed during the practicum; the level of expertise (novice, intermediate or advanced) of these competences; and the relation between the practicum facility and the competences. Design/methodology/approach – This study administered an ad hoc survey comprising open-ended questions and used the Practicum Competencies Outline (Hatcher and Lassiter, 2007) as a framework for the content analysis. Findings – The results revealed poor perception of some competency domains, such as Diversity: Individual and Cultural Differences; Development of Leadership; Application of Research and Ethics; and a frequent acknowledgment of Psychological Assessment and Professional Development. Before the practicum,...
TL;DR: In this paper, a career success model for academics at Malaysian research universities was developed based on the analysis of structural equation modeling, which explained 48 per cent of the variance of academics' career success.
Abstract: Purpose – The purpose of this paper is to develop a career success model for academics at the Malaysian research universities. Design/methodology/approach – Self-administered and online surveys were used for data collection among 325 academics from Malaysian research universities. Findings – Based on the analysis of structural equation modeling, the proposed model explained 48 per cent of the variance of academics’ career success. Specifically, the result shows that there are positive significant effects between organizational support, extraversion personality, person-job fit and academics’ career success. A full mediation effect of proactive behavior was established on the relationship between organizational support and career success. Overall, the results confirmed that the proposed model succinctly explains career success among academics in Malaysian research universities. Research limitations/implications – The authors present a career success model for academics at Malaysian research universities. Th...
TL;DR: In this article, the authors explore implications of motivational potential that are highly correlated to the self-determination theory (SDT) in relation to corporate social responsibility (CSR) and specify key antecedents of engagement within the theoretical framework of the selfdetermination theory as it relates to employee engagement and CSR.
Abstract: Purpose – The purpose of this paper is to explore implications of motivational potential that are highly correlated to the self-determination theory (SDT) (intrinsic motivating factors), in relation to corporate social responsibility (CSR) This paper specifies key antecedents of engagement within the theoretical framework of the self-determination theory as it relates to employee engagement and CSR Design/methodology/approach – The methods used for the purpose of this paper include a review of the relevant literature utilizing the descriptors of employee engagement, SDT and CSR Alternative descriptors were not queried The authors then selected articles that were found to be most cited, reviewed such articles and began to analyze the literature, synthesize and formulate connections Findings – Based on research findings, a conceptual model was formulated and posited for research and practice It is demonstrated in the paper that employee engagement has a wide range of benefits for all involved and focu
TL;DR: In this paper, the authors explore the way leadership influences an organization to become humane through its features and behaviors; as well as organizational circumstances in which humane leadership can be nurtured.
Abstract: Purpose – The purpose of this paper is to explore the way leadership influences an organization to become humane through its features and behaviors; as well as the organizational circumstances in which humane leadership can be nurtured. The first empirical case study, in the fields of Human Resource Development (HRD) and hospitality management, to explore the way employees from different national cultures (as measured by their individualistic/collectivistic values), in a US-based hotel, perceive their workplace to be a humane organization (HO), as defined by Chalofsky (2008), was the one made by Dimitrov (2009, 2010). More specifically, the example set by leadership in the studied hospitality organization is the focus of the present descriptive manuscript. The importance of HRD concepts such as the HO for the academic study and practical development of leadership in organizations is significant, through the effects leadership has on employee satisfaction and engagement at the workplace. Design/methodology...
TL;DR: In this article, the authors developed the scale for perception of training comprehensiveness and attempted to examine the influence of teachers' efficacy as a mediator and job autonomy as a moderator.
Abstract: Purpose – This study aims to develop the scale for perception of training comprehensiveness and attempts to examine the influence of perception of training comprehensiveness on role behaviour: teachers’ efficacy as a mediator and job autonomy as a moderator. Design/methodology/approach – Through the steps for a generation, refinement, purification and validation of the scale, the measures of training comprehensiveness are defined, followed by an exploratory factor analysis. In all, 961 primary school teachers and 323 principals participated in the study. Teachers rated their perception of training comprehensiveness, self-efficacy and job autonomy, while principals rated the role behaviour of teachers, to avoid self-reporting biases. Findings – Regression analysis showed that training comprehensiveness affects teachers’ self-efficacy, higher teachers’ efficacy increases the teachers’ role behaviour, training comprehensiveness indirectly influences role behaviour and job autonomy moderated the channel of te...
TL;DR: In this paper, the authors examined the relationship between proactive personality and training motivation among older workers (aged over 55 years) in a context characterized by the growing ageing of the global population.
Abstract: Purpose – This paper aims at examining the relationship between proactive personality and training motivation among older workers (aged over 55 years) in a context characterized by the growing ageing of the global population. First, the authors hypothesized that proactive personality predicts the motivation to learn among older workers and that this relationship is mediated by goal orientation. In particular, the authors hypothesized that learning goal orientation may mediate the relationship between proactive personality and learning motivation. Design/methodology/approach – The employees of an Italian bank completed an online questionnaire. AMOS 17 was used to carry out confirmatory factor analysis, and the SPSS macro was used to test the meditational model. Findings – The results confirmed both the hypotheses, demonstrating the influence of proactive personality on training motivation of older workers, as mediated by goal orientation and, in particular, by learning goal orientation. Practical implications – From an applicative point of view, this study may have implications for organizations that aim to increase the employability of older people by encouraging them to undertake more training. In particular, interventions aimed at increasing learning goal orientation could contribute in strengthening proactive personality that, in turn, may affect levels of training motivation. Originality/value – Even if proactive personality has already been found as a predictor of learning motivation, to the best of the authors’ knowledge, the present study demonstrates that the relationship between proactive personality and training motivation is mediated by goal orientation among older workers.
TL;DR: In this article, the authors identify the general competencies needed by a performance consultant as reflected in job descriptions for the position, which can be used as a basis for further analysis of the position.
Abstract: Purpose – This study aims to explore the competencies needed by performance consultants, a particular role identified for training and development professionals. The role was formally named and promoted nearly two decades ago. Two ongoing discussions in the field are the competencies needed by training and development professionals and the role of consulting within the field. Design/methodology/approach – This study identifies the general competencies needed by a performance consultant as reflected in job descriptions for the position. It accomplished this goal by collecting job descriptions for the position from organizations in Canada (the result of a practical arrangement with an organization that would collect the descriptions and remove identifying information before the research team analyzed them), systematically analyzing them using qualitative content analysis techniques and generating a profile of the position, which can be used as a basis for further analysis of the position. Findings – The job...
TL;DR: In this paper, the authors investigate the relationships among perceived organizational support (POS), transfer of training outcomes to the workplace and service quality in the context of public sector organizations in Malaysia.
Abstract: Purpose – This study aims to investigate the relationships among perceived organizational support (POS), transfer of training outcomes to the workplace and service quality in the context of public sector organizations in Malaysia. Design/methodology/approach – The data for this study have been collected from three sources, the employees of public sector organizations in Malaysia, their supervisors and their colleagues through surveys. Findings – The findings reveal that transfer of training has a mediating effect on the relationship between POS and service quality. Practical implications – The findings illustrate that both elements, which are the support from organization (in terms of valuing employee contribution and caring about their well-being) and employee work attitude (applying the knowledge, skills and attitudes that are learned during training on the job) are significant in influencing employee service quality. Originality/value – This study adds to the small number of studies examining the media...
TL;DR: In this paper, the authors evaluate the perceived efficacy of outdoor groupwork skills programs for the undergraduate and postgraduate students, and the factors that influence its success, using the 4-level model of training evaluation as a framework for qualitative investigation of learning and transfer, from the perspective of key stakeholders.
Abstract: Purpose – This paper aims to evaluate the perceived efficacy of outdoor groupwork skills programmes for the undergraduate and postgraduate students, and the factors that influence its success. It also illustrates the use of Kirkpatrick’s (1994) 4-level model of training evaluation as a framework for qualitative investigation of learning and transfer, from the perspective of key stakeholders. Design/methodology/approach – Over 24 hours of recorded data were collected using a video diary room, one-to-one interviews and focus group discussions. Participants were current students (n = 66), alumni (n = 12), outdoor education instructors (n = 6) and academic staff (n = 5). The data were transcribed, and then analysed by conducting conventional content analysis. Prolonged engagement, triangulation, peer debriefing and referential adequacy were used to establish the trustworthiness and reliability of the analyses. Findings – Outdoor groupwork skills programmes were widely viewed as being effective for developing ...
TL;DR: In this paper, the authors examine where and how coaching and mentoring disciplines overlap or differ in approach and explore practitioners' approaches within six disciplines: executive coaches, coaching psychologists, sports coaches, mentors of leaders, newly qualified teachers and mentors of young people, with the aim of assisting those seeking support with development.
Abstract: Purpose – The purpose of this paper is to examine where and how coaching and mentoring disciplines overlap or differ in approach. Coaching and mentoring have emerged as important interventions as the role of helping relationships have gained prominence in human resource development. However, there appear to be contexts where one or other is preeminent, without consistent explanation of their suitability. Such inconsistency arguably creates confusion and doubt about these interventions and their efficacy notably amongst those who commission such interventions and their potential beneficiaries. This study focuses on this inconsistency of coaching or mentoring by exploring practitioners’ approaches within six disciplines: executive coaches, coaching psychologists, sports coaches, mentors of leaders, mentors of newly qualified teachers and mentors of young people, with the aim of assisting those seeking support with development. Design/methodology/approach – This exploratory study was undertaken using a quali...
TL;DR: This paper studied the adjustment of international students attending a private university in the northeastern United States of America and found that the impact of university diversity initiatives for promoting everyday cross-cultural interactions is described as creating an us/them divide, promoting solidarity and establishing a cultural presence.
Abstract: Purpose – The purpose of this paper is to understand how everyday cross-cultural interactions affected the adjustment of undergraduate international students attending a private university in the northeastern United States of America. Design/methodology/approach – Data were collected primarily through interviews with nine international students and observations at “Eastern University”. Students were purposively selected to balance gender and world regions. Analysis used constant comparison until findings emerged, which were member-checked with study participants (Merriam, 2009). Findings – Findings show that the impact of university diversity initiatives for promoting everyday cross-cultural interactions is described as creating an us/them divide, promoting solidarity and establishing a cultural presence. It is concluded that formal university events foster recognition of the campus diversity international students help provide, but their impact on everyday cross-cultural interactions is both positive and...
TL;DR: In this paper, the authors highlighted the factors that aid e-training adoption in the Nigerian civil service using technology acceptance model (TAM) and explained the importance of these variables in e-learning adoption in developing country context.
Abstract: Purpose – The purpose of this paper is to highlight the factors that aid e-training adoption in the Nigerian civil service. Design/methodology/approach – This paper is based on a review of past literature from databases, reports, newspapers, magazines, etc. The literature recognised the role of perceived cost, computer self-efficacy, availability of resources and perceived support in e-training adoption. Using technology acceptance model (TAM), this paper explained the importance of these variables in e-training adoption in developing country context. Findings – The authors found that the combined role of perceived cost, computer self-efficacy, technological infrastructure, Internet facilities, power supply, organisational support, technical support and government support is critical for e-training adoption in developing countries, particularly in Nigeria. Thus, the authors proposed the combination of these variables which would encourage future research on the use of TAM in technology adoption. Research ...
TL;DR: In this paper, the role of human capital (HC), human resource development (HRD) and vocational educational and training (VET) in the emerging Indian economy is analyzed. But, the authors focus on the investment in the HRD and VET.
Abstract: Purpose – This paper aims to analyze the role of human capital (HC), human resource development (HRD) and vocational educational and training (VET) in the emerging Indian economy. How may we define the HC, HRD and VET in India? To what extent and how as HRD investments in India contributed to India’s recent economic development? What were the investments and what were the returns? Who invested and who obtained the returns? Is India really different from other countries? Design/methodology/approach – To achieve that goal, the authors use a model of the HC, HRD and VET national market. Specifically, they divide the analysis in four broad stages: stocks, investments and outcomes; supply, demand, price and quantity; needs; and private and public forces. Findings – The authors conclude that the India’s HC, HRD and VET have been growing and will have to grow even more, for India to become developed. Currently, the urgency is even greater in the HRD and VET side than in the education side. The government goals f...
TL;DR: In this paper, a search of the research literature focused on the political, economic, cultural, social and educational environment and the research associated with NHRD in Brazil was conducted.
Abstract: Purpose – The purpose of this paper is to understand the factors and conditions that influence national human resource development (NHRD) in Brazil. In this paper, the transitioning nature of the political, economic, social and educational conditions; the current challenges and trends that may impact NHRD; and the current status of NHRD research in Brazil are examined. Design/methodology/approach – A search of the research literature focused on the political, economic, cultural, social and educational environment and the research associated with NHRD in Brazil was conducted. After searching several databases, including Academic Search Complete, Google Scholar, ERIC and EBSCO, several articles were selected and analyzed based on the depth of description of the conditions and research. Findings – Among the factors discovered, race, gender and educational equality are still concerns. The complex nature of the relationship between the Brazilian Government, its people and organizations, as well as the efforts ...
TL;DR: In this paper, the authors investigated the experiences of professional development of human resource practitioners in the North of Scotland, and the use of non-formal learning in that development, and found two sets of categories of description, one for each of the phenomena.
Abstract: Purpose – The purpose of this paper is an investigation into the experiences of professional development of human resource (HR) practitioners in the North of Scotland, and the use of non-formal learning in that development. Design/methodology/approach – In-depth semi-structured interviews from a purposively selected sample of HR practitioners were conducted. Data from these interviews was analysed on a phenomenographic basis, to discover the qualitatively different ways in which HR practitioners describe, experience, understand and analyse their professional development and the use of non-formal learning in that development. Findings – What emerged from the analysis were two sets of categories of description, one for each of the phenomena. An outcome space for each of the phenomena emerged, illustrating the hierarchical relationship within each set of categories of description as well as the dimensions of variation relating to the phenomena. These outcome spaces represent the collective experience of the ...
TL;DR: In this paper, an exploratory research project aims to seek an effective process for identifying supervisors of part-time student employees who also serve in a mentoring capacity, based on a review of literature and an evaluation process focused on established traits and functions of mentoring.
Abstract: Purpose – This exploratory research project aims to seek an effective process for identifying supervisors of part-time student employees who also serve in a mentoring capacity. Design/methodology/approach – This paper is based on a review of literature and an evaluation process focused on established traits and functions of mentoring as applied to supervisors of student employees on a college campus. Findings – Supervisors of student employees may have the desire and capacity to engage students on a higher level but are not viewed and supported to meet this need based on their position within the organization. Untapped resources are being overlooked that would develop the supervisor and the student while advancing the overall institutional mission. Research limitations/implications – A study identifying mentors for part-time undergraduate student employees in higher education settings was necessary as a precursor to future research on the human resource development needs of professional staff in higher ed...
TL;DR: In this article, the authors examined the effects of individually related variables and the moderating role of career strategies on protean career among professionals in Malaysian Electrical & Electronics (E & E) industry.
Abstract: Purpose – The purpose of this paper is to examine the effects of individually related variables and the moderating role of career strategies on protean career among professionals in Malaysian Electrical & Electronics (E & E) industry Design/methodology/approach – Research data were gathered from a sample of 306 of professional employees in 18 E & E multinational corporations in Malaysia Partial least squares structural equation modelling was employed to examine the influences of individually related factors and the moderating role of career strategies on protean career Findings – The results demonstrate that individually related variables, namely, self-efficacy, outcome expectation, goal orientation and locus of control are viewed as potential predictors of protean career There are significant moderating effects of career strategies on the relationship between goal orientation and protean career among professional employees Research limitations/implications – This paper provide an empirical framework
TL;DR: In this article, the mediating role of training duration in relationship between firm characteristics and training evaluation practices was investigated, and the authors also investigated if this mediating effect differs with respect to the size of the firm.
Abstract: Purpose – The purpose of this paper was to test the mediating role of training duration in relationship between firm characteristics and training evaluation practices In this paper, the authors also investigated if this mediating effect differs with respect to the size of the firm Design/methodology/approach – The authors collected data from 260 professionals of 90 call centers Findings – The authors found that training duration mediates the relationship between firm size and training evaluation The authors also found that indirect effect of firm size on training evaluation through training duration differs across different levels of firm size but not across different levels of ownership Research limitations/implications – This is a cross-sectional study that emphasized on training evaluation practices only Practical implications – The study has implication for both evaluation researchers and practitioners in terms of designing training evaluation policies and practices Originality/value – This is
TL;DR: In this paper, the effect of mind-body training on the development of emotional competencies of managers was investigated, and the experimental group achieved around 15 per cent higher scores compared to results before training on all three subscales of an emotional skills and competence questionnaire.
Abstract: Purpose – This paper aims to research about the effect of mind–body training on the development of emotional competencies of managers. Design/methodology/approach – Quasi-experimental design, i.e. before and after (test–retest). Findings – Results showed that the experimental group, after training, achieved around 15 per cent higher scores compared to results before training on all three subscales of an emotional skills and competence questionnaire (ESCQ-45), a statistically significant improvement in scores. The control group (no training) scores showed no significant difference. This result indicates support for the view that emotional intelligence may be treated as a competency and is responsive to training programmes. Research limitations/implications – Emotional competencies are still a contested concept. The participants may provide socially desirable responses because of the self-assessment questionnaires. The sample is not a representative sample of European managers; hence, there is a limited gen...