The role of employee reactions in predicting training effectiveness

Tan, James A.; Hall, Rosalie J.; Boyce, Carol Woodin

doi:10.1002/hrdq.1076

Cited by 71 publications

(75 citation statements)

References 29 publications

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“…The results of this study fully supported previous findings in the literature on training effectiveness (Alliger & Janak, 1989;Alliger et al, 1997;Leach & Liu, 2003;Kirkpatrick, 1996;Tan et al, 2003;Warr, Allan & Birdi, 1999). That is, the reaction was significantly related to learning.…”

Section: Discussionsupporting

confidence: 91%

“…The results found that utility judgments have had significant relationships to immediate learning and a combined scale of affective and utility judgment shows a significant relationship to immediate learning. However, most of the studies on training effectiveness hypothesized that the reaction is positively related to learning (Kirkpatrick, 1996;Leach & Liu, 2003;Mathieu, Tannenbaum & Salas, 1992;Tan et al, 2003;Warr, Allan & Birdi, 1999). This study tests the relationship between reaction and learning variables as measures for evaluating training effectiveness.…”

Section: Training Effectiveness: Kirkpatrick's Modelmentioning

confidence: 95%

See 1 more Smart Citation

Effects of Individual and Work Environment Characteristics on Training Effectiveness: Evidence from Skill Certification System for Automotive Industry in Thailand

Homklin¹,

Takahashi²,

Techakanont³

2013

IBR

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Previous research over the past two decades has argued Kirkpatrick's model ignored the work environment and individual factors influencing training effectiveness. A focus of this study is to investigate four levels of Kirkpatrick's model with a focus on moderating the influences of individual and work environment characteristic variables, which are learning motivation, self-efficacy, motivation to transfer, and social support. In the present study, we used path analysis to test the hypotheses. The results of this study expand our understanding of the progressive causal relationship of reaction, learning, and behavior to results. In particular, this study confirms the influence of the individual and work environment characteristic on training outcomes and it has implications for enhancing training effectiveness. Although the result of motivation to transfer as a moderating variable has negative effects on the relationship between learning and behavior, social support directly affects behavior change after training and moderates the relationship between learning and behavior. Furthermore, future research on training evaluation should consider the training design variables beyond the training course that may have interfered with the training outcomes.

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Section: Discussionsupporting

confidence: 91%

Section: Training Effectiveness: Kirkpatrick's Modelmentioning

confidence: 95%

Effects of Individual and Work Environment Characteristics on Training Effectiveness: Evidence from Skill Certification System for Automotive Industry in Thailand

Homklin¹,

Takahashi²,

Techakanont³

2013

IBR

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“…This level of evaluation focuses on the key stakeholder, i.e., the trainee who responds only by showing his/her behavior towards training, and therefore, researchers prefer the aspects of authenticity and usefulness of measuring trainees' reactions so that accuracy is ensured (Kirkpatrick and Kirkpatrick, 2006). Reaction is considered as a major source of information for formative TE (Tan and Hall, 2003) because it provides immediate response that facilitates trainers in enhancing the quality of the ongoing training program (Lee and Pershing, 1999).…”

Section: Training Evaluationmentioning

confidence: 99%

“…In the current study, these attributes are titled as training characteristics (TC), which are training objectives, training contents, training material, trainer, training methods, training environment, and training management (Kirkpatrick, 1996). These TC have been reported to have an ability to influence the outcomes of TE (Eseryel, 2002) especially, with regard to reaction (Jeng and Hsu, 2002) and learning (Tan and Hall, 2003).…”

Section: Training Characteristicsmentioning

confidence: 99%

An Empirical Analysis of the Relationship between Characteristics and Formative Evaluation of Training

Iqbal¹

2010

IBR

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This paper attempted to signify the use of formative training evaluation. The authors carried out a study at three public-sector training institutions to empirically test the predicted relationship between training characteristics and formative training evaluation under the Kirkpatrick model i.e. reaction and learning. In addition, to study the causal linkage between components of formative training evaluation, the mediating role of reaction in the relationships between training characteristics and learning was also investigated. The principal finding revealed that a set of seven training characteristics explained 59% and 61% variance in reaction and learning respectively. All training characteristics were found to have positive impact on reaction and learning except training contents. For reaction, the most influencing training characteristic was training method followed by training management, training objectives, training environment, and trainer whereas for learning, the greatest variation was also explained by training methods but followed by trainer, training management, training environment, and training material. Moreover, reaction partially mediated the relationships between each training characteristic and learning. The study concluded with areas of future research emphasizing on linking formative evaluation with summative one i.e. behavior and results.

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“…No que diz respeito ao desenho de pesquisa, nos estudos estrangeiros, percebe-se maior equilíbrio entre a utilização dos diversos desenhos. Também nas pesquisas estrangeiras, verifica-se que a maior parte dos estudos é transversal, embora tenham sido encontrados oito estudos longitudinais (Tan et al, 2003;Gaudine & Saks, 2004;Cromwell & Kolb, 2004;Saks & Belcourt, 2006;Steensma & Groeneveld, 2010;Dalston & Turner, 2011;Reupert et al, 2012;Ruud et al 2012).…”

Section: Resumo Das Pesquisas Estrangeiras Sobre Avaliação De Treinamunclassified

Avaliação de treinamento em uma agência reguladora: aprendizagem, reação e impacto

Araujo¹

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DEDICATÓRIADedico este trabalho a todos os que acreditam que as pessoas são o que há de mais importante em uma organização e que é por meio do desenvolvimento destas que a organização atingirá seus objetivos. AGRADECIMENTOSUma jornada como esta sempre resulta em melhores frutos quando é feita com apoio, colaboração e incentivo. Reconheço toda generosa atenção que recebi. Expresso, portanto, profundos agradecimentos aos que estiveram comigo nesta árdua e gratificante caminhada.À Professora Gardênia Abbad, pelas orientações, pela confiança, pelo carinho, por compreender as dificuldades e sempre me incentivar.Aos professores do Departamento de Psicologia Social e do Trabalho da Universidade de Brasília, por terem participado da minha formação.Aos membros da banca que, com muita disponibilidade, aceitaram avaliar e contribuir com o aperfeiçoamento deste trabalho.Aos funcionários e estagiários do Instituto de Psicologia que, mesmo em tempos difíceis como os da greve, forneceram todo o suporte possível.Aos colegas do Grupo de Pesquisa Impacto, pela parceria.Aos colegas do PSTO que forneceram ajudas preciosas. À Agência Nacional de Vigilância Sanitária, por ter reconhecido a importância deste trabalho e ter disponibilizado meios para a sua realização.Aos colegas da Gerência de Desenvolvimento de Pessoas, que seguraram as pontas enquanto eu estive ausente.À Anne Jéssica Melo e Thais Rodrigues pelo apoio, colaboração e incentivo.Aos instrutores dos cursos, Daniel Roberto Coradi de Freitas, Rosângela Gomes Benevides, Caren Cristina Dalmolin e João Bosco Bonfim que se dispuseram a aprender e colaborar com a pesquisa.Aos participantes da pesquisa que, em meio a tantas atribuições, dedicaram um pouco do seu tempo para responder aos questionários e participar dos grupos focais. Sem vocês, este trabalho não existiria! Aos familiares e amigos que me apoiaram e incentivaram.Ao meu marido, Leonardo, por compreender o meu sonho, por respeitar minhas longas horas de estudo e por acreditar que tudo daria certo.Aos meus pais, Queiroz e Goretti, pelo exemplo. E, acima de tudo, a Deus, que não me deixou desistir, mesmo com tantos momentos difíceis. "Não se gerencia o que não se mede, não se mede o que não se define, não se define o que não se entende, e não há sucesso no que não se gerencia"

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The role of employee reactions in predicting training effectiveness

Cited by 71 publications

References 29 publications

Effects of Individual and Work Environment Characteristics on Training Effectiveness: Evidence from Skill Certification System for Automotive Industry in Thailand

Effects of Individual and Work Environment Characteristics on Training Effectiveness: Evidence from Skill Certification System for Automotive Industry in Thailand

An Empirical Analysis of the Relationship between Characteristics and Formative Evaluation of Training

Avaliação de treinamento em uma agência reguladora: aprendizagem, reação e impacto

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