Outcomes and mediators of differences in online and traditional course delivery were tested with a sample of 112 graduate students who completed an introductory course in training and development. Specifically, the individual learner characteristics of self‐efficacy, motivation, goal orientation, and meta‐cognition and their effects on success through online delivery were examined. The study also addressed three outcomes: trainees' reactions to that program, their learning, and subsequent planned changes in job behavior. The findings indicate that online learners have significantly more positive reaction levels of enjoyment and utility and significantly stronger intent to transfer their learning. Online students find the coursework more difficult, but there was no significant difference in learning based on delivery mode. Implications for both managers and educators involved in online learning are discussed.
The study examined the influences of reflection on the self‐perception of empowerment in the workplace. The convenience sample consisted of non‐management knowledge workers at a software company headquartered in the United States. A pretest, posttest control group design was used. The experimental group kept guided journals of their learning activities for three months. Immediately prior to and following the journaling period, both groups completed Spreitzer's Psychological Empowerment Scale.
Though no significant within‐group results were found, between‐group analyses revealed that participants who kept guided journals were able to maintain a high level of psychological empowerment, even during turbulent periods at the host organization, while the psychological empowerment of the control group worsened.
The results suggest that reflection through guided journaling may sustain the perception of empowerment for individuals who already possess a fairly high level of psychological empowerment. The paper concludes with implications for further research.
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