Overcoming barriers to training utilizing technology: The influence of self‐efficacy factors on multimedia‐based training receptiveness

Abstract

Corporations competing in the global marketface a number of challenges and opportunities in effective human resources training. Many firms address this issue by emphasizing multimedia-based training systems. Given the rapid increase in multimedia-based training, it is important that barriers to effective use of this technology be identijied. There is substantial evidence in the human resources training literature that low self-efficacy levels among trainees canform a barrier to a specific training technique. Therefore, it is reasonable to believe that receptiveness to multimedia-based training among trainees may differ based on multimedia sey-efficacy. This issue was examined through the use offactor analysis, which revealed two significant selfefficacy factors: developed self-eJicacy and existing self-eficacy. These factors proved to be highly significant to respondents' perceptions of multimedia training effectiveness. Thefinding suggests that training effectiveness is determined not only by the training content and media presentation but also by the trainees' sey-eficacy.Two of the important issues that organizations face in today's world of global competition and opportunity are the training and development of human resources and the use of rapidly growing technology (Ferman, Hoyman, Cutcher-Gershenfeld, and Savoie, 1990). Goldstein (1989) has argued that managers and organizations are more frequently turning to training as a solution to work issues. There is evidence to support Goldstein's arguments. Recent studies estimate that organizations within the United States spend more than $50 billion annually in the development and delivery of training programs

The Science of Training: A Decade of Progress

“…Self-efficacy has also been shown to have motivational effects (e.g. Quinones 1995), to influence training reactions (Mathieu et al 1992), and to dictate whether trainees will use training technology (Christoph et al 1998).…”

Design, Delivery, and Evaluation of Training Systems

“…Research examining selfefficacy and learning has been extensive throughout the past decade. These studies indicate that self-efficacy, whether acquired during training or held prior to it, is influenced by cognitive ability (see Hunter, 1986), influences reactions to training (Mathieu et al, 1992), has motivational effects (Quinones, 1995), leads to better performance (e.g., Martocchio and Webster, 1992;Stevens and Gist, 1997), and dictates whether trainees will or will not use training technology (Christoph et al, 1998 Include objectives that:…”

Distal goal and proximal goal transfer of training interventions in an executive education program

“…We see evidence from a variety of contexts and samples to support their argument. For example, Christoph, Schoenfeld, and Tansky (1998) explored students' reactions to technology training; they found that those with a high level of self-efficacy were more likely to view the technology training as effective. Tracey, Hinkin, Tannenbaum, and Mathieu (2001) studied managers who were attending a management skills training program.…”