Learning motivation and transfer of human capital development

Combs, Gwendolyn M.; Luthans, Fred; Griffith, Jakari

doi:10.4324/9780203971611.ch4

Cited by 11 publications

(21 citation statements)

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“…Luthans et al (2006) of the micro-interventions would align with short BPO training cycles. For example, Combs et al (2008) suggested that the microintervention model could be applied to the prior training, regular skill training, and competency-based training to increase employee motivation to engage in training. Applying the micro-intervention may increase learning during training and enhance the transfer of training.…”

Section: Discussionmentioning

confidence: 99%

“…Improvements in these problem areas should considerably improve client satisfaction, reduce work disruptions, and improve firm performance. The developmental nature of hope affords the opportunity to establish and implement micro-interventions to focus on enhancing these positive strengths (Combs et al, 2008;Luthans et al, 2006). This type of intervention may improve the human resource capacities of BPO firms to create, innovate, and sustain competitive advantage across cultural environments where differences in societal norms and organizational practices can severely influence individual job performance.…”

Section: Practical Implicationsmentioning

confidence: 99%

“…This extensive work in clinical and positive psychology clearly demonstrates the progressive movement from debilitating personal behaviors to success in managing personal situations and life events. Work situations and events pose similar opportunities for human resource development (Combs & Luthans, 2007;Combs, Luthans, & Griffith, 2008) and performance management (Nadkarni & Combs, 2006).…”

Section: The Hope Capacitymentioning

confidence: 99%

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Managing BPO service workers in India: Examining hope on performance outcomes

Combs

Clapp‐Smith

Nadkarni

2010

Human Resource Management

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Much attention has been given to the explosion in business process outsourcing (BPO) operations in India. Little concern, however, has been paid to the performance of Indian service workers in these fast‐paced and sometimes turbulent environments. Using a sample of 160 service workers from a privately held BPO firm in India, we examine the relationship between Indian service workers' hope and their performance outcomes. Regression and structural equation model analyses indicated a significant positive relationship between Indian service workers' levels of hope and their performance. These promising results highlight the importance of measuring and managing employee hope to maximize employee productivity and performance. By effectively developing and managing levels of employee hope, Indian BPO firms can effectively combat employee problems such as attrition, stress, and burnout that have plagued the BPO industry. Hope may also help mitigate the influence of aspects of Indian culture on human resource management practices in Indian BPOs. © 2010 Wiley Periodicals, Inc.

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Section: Discussionmentioning

confidence: 99%

Section: Practical Implicationsmentioning

confidence: 99%

Section: The Hope Capacitymentioning

confidence: 99%

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Managing BPO service workers in India: Examining hope on performance outcomes

Combs

Clapp‐Smith

Nadkarni

2010

Human Resource Management

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“…However, because high PsyCap is associated with high satisfaction with training (Combs & Luthans , Combs et al . ) and safety outcomes (Eid et al . ), we expect high PsyCap will also be associated with high managerial safety priorities.…”

Section: Introductionmentioning

confidence: 99%

Nurse safety outcomes: old problem, new solution – the differentiating roles of nurses’ psychological capital and managerial support

Brunetto

Xerri

Farr‐Wharton

et al. 2016

Journal of Advanced Nursing

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“…According to the results, this model increases psychological capital as well as learning incentives, while it decreases negative attitudes toward work (9). It also affects organizational performance (10,11).…”

Section: Introductionmentioning

confidence: 83%

Effectiveness of the Psychological Capital Intervention Model on Organizational Procrastination of Skill Workers in Iran Khodro Diesel Company, Iran

Akhoundi

Sheibani

2017

Int J High Risk Behav Addict

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Background: The Luthans intervention model is an educational model designed and developed to enhance psychological capital and psychological capital is a concept mainly obtained based on the theory and research in positive psychology and is used in workplace. Objectives: The current study aimed to investigate the effectiveness of psychological capital intervention, developed by Luthans, on the organizational procrastination. Patients and Methods:The statistical population consisted of 600 skill workers in Iran Khodro Diesel company, Tehran, Iran, of whom 60 participants were selected using the random sampling method. Participants were divided in two groups ( control and experiment groups). Measurement tools included Organizational Procrastination Scale (OPS) and the Luthans Intervention Program was performed only on the experimental group. Results: Multivariable variance analysis showed that pretest and posttest difference of procrastination scale and subscales were affected by intervention and had a lower level in the experimental group, compared with the control group. Results of the univariable tests showed that the difference of procrastination scale and subscales were significant in both posttest and follow-up stages according to descriptive results. Conclusions: The Luthans intervention model and method led to a decrease in the rate of organizational procrastination; therefore, it was recommended to hold some courses such as the Luthans intervention program.

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Learning motivation and transfer of human capital development

Cited by 11 publications

References 0 publications

Managing BPO service workers in India: Examining hope on performance outcomes

Managing BPO service workers in India: Examining hope on performance outcomes

Nurse safety outcomes: old problem, new solution – the differentiating roles of nurses’ psychological capital and managerial support

Effectiveness of the Psychological Capital Intervention Model on Organizational Procrastination of Skill Workers in Iran Khodro Diesel Company, Iran

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