Training culture

Abstract

Purpose The purpose of this study is to introduce and validate the concept of training culture defined as a subset of the main organizational culture that allows examining meanings and values attributed to the training within an organization by management and employees. Design/methodology/approach This study, following the deductive scale development process, examines the theoretical foundation and psychometric properties of the training culture scale (TCS), testing the utility and appropriateness of the measure. The TCS has been designed and developed on three specific dimensions: individual, group and organizational. A confirmatory factorial analysis has been performed to assess the internal structure. Findings Results confirm the three dimensions initially hypothesized: individual, group and organizational, with good reliability indexes on the three factors. Practical implications The implementation of the TCS allows training experts to have a broader understanding of training in the organization and to better tailor the training activities according to the training culture profile of the organization. Originality/value Cultural analyses are usually carried out from the managerial perspective. The TCS considers the individual perception, including both management and employees in the definition of a training culture profile that enables the organization to develop more effective strategies for training and development.

Hotel-Related Factors and Employee Performance "The Case of Jordanian Four Star Hotels"

“…Five variables consisting of (23) items have been employed to measure the hotel-related factors affecting the EP. More specifically, to measure TC, four items were adopted and modified from previous work of (Galanou & Priporas, 2009;and Polo, Cervai, & Kantola, 2018). For MA, four items were adopted from Kalkavan & Katrinli, (2014) who previously adopted it from Hackman & Oldman, (1975).…”

“…TC defined as the aggregate of meaning, values, practices, attitude, and behavior to invest in training and development so that organizational knowledge and skills could be enhanced (Gautam, 2018). It is a set of meanings and values attributed to training in a specific organization (Polo, Cervai & Kantola, 2018). It is the policies and formal learning environment that motivates all the people associated in the organization to create, share and transfer knowledge and experiences.…”

Management skills and learning modalities of industrial managers

“…A Hipótese 1 está ancorada na percepção de que a participação em treinamentos e leituras de textos técnicos e gerenciais contribuem para a aprendizagem no ambiente organizacional (Bell et al, 2017;Araújo et al, 2017). De fato, espera-se que a participação de gerentes em episódios de formação aumente suas habilidades a partir das aprendizagens proporcionadas pela atividade (Dos-Santos et al, 2015;Polo et al, 2018). Complementarmente, a participação em modalidades como mentoria (Rekalde et al, 2017), comunidade de prática (Souza- Silva, 2009), treinamento on the job (Sitzmann e Weinhardt, 2015) e interações casuais (Pamponet-de-Almeida e Souza-Silva, 2015) estão relacionadas com o aumento das habilidades em diferentes contextos.…”

Health and social welfare professionals’ self-rated competence and feedback following a simulation-based coaching intervention in small and medium-sized enterprises

“…An instrument (Training Culture Scale) has been recently developed for the measurement of training culture. [8] In social and health care industries, action-based learning methods, for example simulation, have been recommended as effective means to practice teamwork and communication, as well as various client or patient situations. [3,9,10] Simulation by definition imitates reality in a nearly authentic context.…”