The Relationship between Training Satisfaction and the Readiness to Transfer Learning: The Mediating Role of Normative Commitment

Mansour, Jamal Ben; Naji, Abdelhadi; Leclerc, André

doi:10.3390/su9050834

Cited by 24 publications

(34 citation statements)

References 57 publications

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“…Participants expressed an overall appreciation of the program, a desire to receive information in order to participate in upcoming events and reported that they were eager to share the information obtained with their peers. These results support the link between satisfaction, sense of belonging (in this case, to the cross-training programme), and a readiness to transfer learning (Ben Mansour, Naji, & Leclerc, 2017).…”

Section: Discussionsupporting

confidence: 78%

Montreal Cross‐Training Program: The contribution of positional clarification activities to help bridge fragmented prevention and treatment services for co‐occurring disorders

Perreault

Milton

Alunni‐Menichini

et al. 2020

Health Soc Care Community

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Co‐occurring disorders in mental health and addiction present a high prevalence, but services available to prevent and treat them are often fragmented. Cross‐training activities have been used to help minimise breaks in service continuity. This study assesses to what extent positional clarification (a specific type of cross‐training activity) can help bridge fragmented services for co‐occurring disorders by providing information and promoting interactions to help professionals better orient and treat their clientele. A total of 2,107 participations were recorded for 11 positional clarification events taking place within the Montreal Cross‐Training Program for mental health and substance use disorders between 2010 and 2016. The Kirkpatrick four‐level training evaluation model was used to evaluate these activities. Evaluation questionnaires (n = 1,650) and interviews with a convenience sample of 32 participants were analysed using descriptive statistics and thematic analysis. More than three‐quarters of participants reported that the activity met their expectations and was relevant to their practice. Respondents also reported receiving useful information to better orient their clientele, discovering new resources, learning about the functioning of other resources, identifying members of other networks who could orient them when needed, and learning more about the theme of the activity and the different mechanisms for collaboration among the related services. Among those who participated in more than one positional clarification event, roughly three‐quarters reported that they were able to call upon new resources at least once as a result of their participation, and were able to establish referrals towards resources that were unknown or less familiar to them prior to their participation. Results suggest that the programme meets its service integration objectives and that positional clarification events can lead to changes that can help facilitate the integration of fragmented services by improving participants' knowledge of specific themes and available resources to better orient and treat their clientele.

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Section: Discussionsupporting

confidence: 78%

Montreal Cross‐Training Program: The contribution of positional clarification activities to help bridge fragmented prevention and treatment services for co‐occurring disorders

Perreault

Milton

Alunni‐Menichini

et al. 2020

Health Soc Care Community

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“…Job training satisfaction is the extent to which people like or dislike the set of planned activities or dislike the set of planned activities organized to develop the knowledge, skills, and attitudes required to effectively a given tasks or job" ( [32], p. 483). According to Schmidt, the definition of job training satisfaction has several key components [100]. First, the focus of evaluation is on-the-job training as a whole, rather than on a single part of training activities such as a training course, trainers, facilities, or training content.…”

Section: Job Training Satisfaction 41 the Definition Of Job Trainingmentioning

confidence: 99%

“…The research results have also indicated that the relationship between job training satisfaction Job Training Satisfaction, Job Satisfaction, and Job Performance DOI: http://dx.doi.org /10.5772/intechopen.89117 and turnover intentions can be mediated by job satisfaction. Mansour et al showed that there is a positive relation between job training satisfaction and normative commitment [100]. Moreover, job training satisfaction was found to be positively related to organizational citizenship behavior [104,105], organizational commitment (OC), and job involvement (JI) [105].…”

Section: The Relationship Between Job Training Satisfaction Job Satimentioning

confidence: 99%

Job Training Satisfaction, Job Satisfaction, and Job Performance

Huang¹

2020

Career Development and Job Satisfaction

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Training is an important ongoing investment in human assets to assist employees in learning skills and acquiring knowledge to achieve organizational goals. To maximize training effectiveness, three major activities of needs assessment, program design and delivery, and training evaluation need to be well-prepared to make trainees be satisfied with the training. Job training satisfaction proposed by Schmidt in 2007 was defined as how people feel about the aspects of the job training they receive in the workplace. Research has shown that well-designed and prepared training activities in a training program will result in job training satisfaction (JTS), which then influences employee's work-related attitudes such as job satisfaction (JS). This will further affect their intentions of turnover and job performance. Thus, in this chapter, the fundamental concepts of training, job satisfaction, and job training satisfaction will be introduced. The key factors and models to develop successful training programs will be presented. The relationships between training, job training satisfaction, job satisfaction, and job performance will be elaborated. The purpose of this chapter elucidates the importance of JTS, which human resource practitioners should always bear in mind when designing and delivering a training program.

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“…The PI and the WR measures focused on knowledge, ability, and willingness to use WR, and results showed that the intervention improved the perceived utility of such resources. The improved perception of the workplace is noteworthy as the actual impact of training may depend on how much employees feel their organization cares about them [ 62 ].…”

Section: Discussionmentioning

confidence: 99%

Team Resilience Training in the Workplace: E-Learning Adaptation, Measurement Model, and Two Pilot Studies

Bennett¹,

Neeper²,

Linde³

et al. 2018

JMIR Ment Health

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BackgroundThe majority of resilience interventions focus on the individual. Workplace resilience is a growing field of research. Given the ever-increasing interconnectedness in businesses, teamwork is a guarantee. There is also growing recognition that resilience functions at the team level.ObjectiveThe objective of our work was to address three shortcomings in the study of workplace resilience interventions: lack of interventions focusing on group-level or team resilience, the need for brief interventions, and the need for more theoretical precision in intervention studies.MethodsThe authors took an established evidence-based program (Team Resilience) and modified it based on these needs. A working model for brief intervention evaluation distinguishes outcomes that are proximal (perceptions that the program improved resilience) and distal (dispositional resilience). A total of 7 hypotheses tested the model and program efficacy.ResultsTwo samples (n=118 and n=181) of engineering firms received the Web-based training and provided immediate reactions in a posttest-only design. The second sample also included a control condition (n=201). The findings support the model and program efficacy. For example, workplace resilience was greater in the intervention group than in the control group. Other findings suggest social dissemination effects, equal outcomes for employees at different stress levels, and greater benefit for females.ConclusionsThis preliminary research provides evidence for the capabilities of e-learning modules to effectively promote workplace resilience and a working model of team resilience.

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The Relationship between Training Satisfaction and the Readiness to Transfer Learning: The Mediating Role of Normative Commitment

Cited by 24 publications

References 57 publications

Montreal Cross‐Training Program: The contribution of positional clarification activities to help bridge fragmented prevention and treatment services for co‐occurring disorders

Montreal Cross‐Training Program: The contribution of positional clarification activities to help bridge fragmented prevention and treatment services for co‐occurring disorders

Job Training Satisfaction, Job Satisfaction, and Job Performance

Team Resilience Training in the Workplace: E-Learning Adaptation, Measurement Model, and Two Pilot Studies

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