scispace - formally typeset
Search or ask a question
Journal ArticleDOI

Exploring determinants of pre-training motivation and training effectiveness: a temporal investigation

20 Jan 2021-Vol. 9, Iss: 4, pp 321-337
TL;DR: The authors examined the role of the trainer's reputation, training nomination and training reputation on pre-training motivation and training effectiveness in a business context, and found that self-nomination positively influences pretraining motivation.
Abstract: The present study is an attempt to extend previous findings and examine the role of the trainer's reputation, training nomination and training reputation on pre-training motivation and training effectiveness in a business context.,The authors hypothesized that trainer reputation, training nomination and training reputation would affect pre-training motivation; and that pre-training motivation would act as a mediator between these three variables and training effectiveness. The sample is constituted by 251 managerial-level employees at a large firm in India who completed pre-training and post-training surveys. These data were then analyzed using structural equation modeling and other inferential techniques.,The results suggested that self-nomination positively influences pre-training motivation. Similarly, positive training and trainer reputations also affect pre-training motivation. Pre-training motivation mediates the relationship between trainer reputation, training nomination, training reputation and training effectiveness.,The method bias and measurement error cannot be ruled out. The data were collected from employees in a single firm via self-reports, and, ceteris paribus, it would be advantageous to broaden the sampling frame to cover multiple organizations with data collected using more than one methodology. However, the temporal lag of 45 days used herein between collecting predictor data and criterion data can reasonably be expected to have mitigated this problem to some extent.,The findings regarding the reputation suggest that what trainees know or what they believe they know about the trainer or the training program they are going to attend will have a significant impact on their pre-training motivation, and subsequently on the training effectiveness. It is also essential to understand how trainees get information about training. Most often, this information travels through various informal channels and passes through many people, and thus trainees may get inadequate or incorrect information about the training program and the trainer.,Previous research indicates that only a small proportion of training actually gets transferred to the job (Mackay, 2007). This study augments the literature by putting forward empirical evidence that could be leveraged by firms' senior management teams pursuant of optimizing investments in the training of employees.
Citations
More filters
Journal ArticleDOI
TL;DR: In this paper, the authors examined the pre-training and post-training variables influencing employee training effectiveness in the banking industry in this era of the digital age and found that a significant influence of pretraining (i.e., training environment, trainer quality) and post training factors (e.g., trainee motivation, trainee selfefficacy, and authentic leadership practices) towards the bank's staff training effectiveness.
Abstract: PurposeThe purpose of this study is to examine the pre-training and post-training variables influencing employee training effectiveness in the banking industry in this era of the digital age.Design/methodology/approachThis study adopted a cross-sectional research design and a structured questionnaire to survey the participants (i.e., bank employees) (n = 702) for data collection. The data gathered from the surveyed respondents were analyzed using the Partial Least Square to Structural Equation Modeling (PLS-SEM) approach to test the proposed hypotheses.FindingsThe research findings suggest a significant influence of pre-training (i.e., training environment, trainer quality) and post-training (i.e., trainee motivation, trainee self-efficacy, and authentic leadership practices) factors towards the bank's staff training effectiveness in this era of digital age.Originality/valueThe research is one of the pioneer attempts on training effectiveness that significantly open opportunity for financial institutions such as banks to meet the challenge of the fourth industrial revolution from a developing country perspective. The current study also contributes to the extension of the theoretical and managerial doctrine in terms of the relationship among the pre-and post-training factors to enhance training effectiveness under the scope of the financial sector's employees to manage human resources and their development in the digital age.

14 citations

Journal ArticleDOI
TL;DR: In this paper , an online quantitative survey with a sample of state-funded teachers consisting of civil, honorary, and contract teachers was conducted to elaborate on the relationship between training management, effectiveness, and its impact on the teaching creativity of public teachers from kindergarten to upper secondary level.
Abstract: The COVID-19 pandemic makes it difficult for the teaching and learning process to be conducted freely using all learning modes due to the limited interaction between teachers and students by distance. Therefore, teachers must creatively utilize various learning models to ensure students are properly taught during the pandemic. In this regard, this study aims to elaborate on the relationship between training management, effectiveness, and its impact on the teaching creativity of public teachers from kindergarten to upper secondary level. This is an online quantitative survey with a sample of state-funded teachers consisting of civil, honorary, and contract teachers. These three types of teachers were included in the category of teachers of the State Civil Apparatus. The accidental sampling technique was used to obtain data from 405 respondents through the questionnaire distribution for a month. This was greater than the initial target of 200 people as a condition for the eligibility of the number of respondents when using structural equation modeling (SEM)—AMOS analysis. A total of four hypotheses were proposed in this study, with three accepted and one rejected. The result showed that training management contributed significantly to training effectiveness but had a minimal contribution to increasing teachers teaching creativity during the pandemic. Furthermore, training effectiveness had a significant contribution to the invention of teaching teachers and was a full mediator. This study also found the lack of references about management training and the relationships built. Proper management is a key factor in encouraging the effectiveness of activity, but it is unable to improve the creativity of teaching teachers directly. The role of training effectiveness was significant because it increases the contribution of training management to teacher teaching creativity. This research also showed that the training carried out on ASN only be successful with good management. The effectiveness of teachers teaching creativity can only be increased through training, especially during a pandemic.
References
More filters
Journal ArticleDOI
TL;DR: In this article, the authors investigated individual and contextual antecedents of learning, transfer of learning and generalization in a work context using hierarchical regression analysis on data obtained from 119 employees who attended training programs.
Abstract: Purpose – To investigate individual and contextual antecedents of learning, transfer of learning, training generalization and training maintenance in a work context.Design/methodology/approach – The hypotheses were tested using hierarchical regression analysis on data obtained from 119 employees who attended training programs.Findings – The data supported the relationship between continuous‐learning culture and supervisor support and training motivation. Although training motivation was directly related only to training maintenance, it interacted with performance goal orientation in affecting training transfer and generalization.Practical implications – Practitioners interested in designing interventions directed at increasing similar training outcomes can use various approaches aimed at assessing and monitoring factors such as continuous‐learning culture, supervisor support and training motivation. More importantly, based on the current results, practitioners can manage selectively the performance goal o...

307 citations

Journal ArticleDOI
TL;DR: In this article, the effects of stereotype-based expectancies on social perception and behavior are discussed, and possible strategies for undermining these effects are also discussed, including self-fulfilling prophecies.
Abstract: Expectancies about others are often based on stereotypes of the groups to which they belong. This article reviews the effects of stereotype-based expectancies on social perception and behavior. An information processing perspective is adopted in discussing the research evidence concerning the effects of stereotypes on (a) information processing and judgments, (b) information seeking and hypothesis testing, and (c) interpersonal behavior via self-fulfilling prophecies. Possible strategies for undermining these effects are also discussed.

303 citations

Journal ArticleDOI
TL;DR: In this paper, the authors present data from three more studies, one of large organizations from different industries at the corporate level, one from commercial banks, and the other of autonomous business units at the level of the job.
Abstract: Gerhart and colleagues (2000) and Huselid and Becker (2000) recently debated the presence and implications of measurement error in measures of human resource practices. This paper presents data from 3 more studies, 1 of large organizations from different industries at the corporate level, 1 from commercial banks, and the other of autonomous business units at the level of the job. Results of all 3 studies provide additional evidence that single respondent measures of HR practices contain large amounts of measurement error. Implications for future research into the HR firm performance relationship are discussed.

274 citations

Journal ArticleDOI
TL;DR: In this paper, the transfer of training in the workplace depends on organizational factors that facilitate the utilization of knowledge, skills, and attitudes (KSA) gained in the training setting.
Abstract: This study was conducted in four electronics companies in Shenzhen, China. It employs a transfer model that argues that training develops only potential capacity in trainees. The transfer of training in the workplace depends on organizational factors that facilitate the utilization of knowledge, skills, and attitudes (KSA) gained in the training setting. Analyses indicate that training, recently adopted nationwide in industry in China, is related to transfer behavior. In addition, organizational variables that encourage application of KSA in the workplace promote the transfer of training. Among the organizational variables, supervision appears to be the most influential. The study's findings also suggest that management concepts and practices for organizing a modern workplace are important in improving productivity in a newly developed industria! zone in China.

269 citations

Journal ArticleDOI
TL;DR: Most of the discussion and research on training has taken an organizational perspective as discussed by the authors, which assesses groups' needs for training, selecting appropriate training procedures, and determining how trainin...
Abstract: Most of the discussion and research on training has taken an organizational perspective. Assessing groups' needs for training, selecting appropriate training procedures, and determining how trainin...

254 citations