Using the training reactions questionnaire to analyze the reactions of university students undergoing career‐related training in<scp>J</scp>ordan: a prospective human resource development approach

Khasawneh, Samer; Al-Zawahreh, Abdelghafour

doi:10.1111/ijtd.12047

Cited by 7 publications

(4 citation statements)

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“…This model is the most established and, consequently, the most widely utilized evaluation framework in organizations (Kong & Jacobs, 2012), and training experts frequently use this model to evaluate training interventions (Kennedy et al, 2013). Kirkpatrick’s model is widely accepted due to, inter alia, its simplicity and ease of use (Alliger & Janak, 1989; Alvarez et al, 2004; Grohmann & Kauffeld, 2013; Khasawneh & Al-Zawahreh, 2015; Liebermann & Hoffmann, 2008). Many other evaluation models are built on Kirkpatrick’s framework (Kong & Jacobs, 2012).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Business Ethics Training in Human Resource Development: A Literature Review

Kreismann

Talaulicar

2020

Human Resource Development Review

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In view of corporate wrongdoings like Enron’s accounting fraud and Volkswagen’s emissions scandal, the need to prevent unethical decision-making in the business sector has become widely accepted. Human resource development is of high relevance in this regard: a multiplicity of companies utilizes ethics training programs to teach their managers and employees business ethics and to develop their ethical competences. However, knowledge about the efficacy of these training programs is still rather fragile. In the present study, we (a) develop a framework of relevant design categories to consider in creating ethics training programs; (b) consolidate empirical insights by reviewing 92 studies about the effectiveness of standalone business ethics training programs regarding their impact, dependent variable and measurement methods, design, and conceptual foundation; and (c) identify remaining research gaps and provide theoretical-conceptual considerations for further investigation.

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Section: Theoretical Backgroundmentioning

confidence: 99%

Business Ethics Training in Human Resource Development: A Literature Review

Kreismann

Talaulicar

2020

Human Resource Development Review

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“…First, the reaction to the training was measured using a Likert scale ranging from 1 to 5, with 5 being the best value. The questionnaire consisted of five questions about the students' perspectives about the training, adapted from Khasawneh and Al-Zawahreh [18]. The answers to other questions assessing knowledge, behavior, and study outcomes were dichotomous (yes/ no).…”

Section: Data Collection and Analysismentioning

confidence: 99%

Training intervention to improve hygiene practices in Islamic boarding school in Yogyakarta, Indonesia: A mixed-method study

Widyasari

Prabandari

2020

PLoS ONE

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BackgroundThe primary objective of this study was to determine the effect of a training intervention in overall improvement in students' (santris) knowledge, behavior, and outcome. MethodsA mixed-methods exploratory sequential design was applied. First, qualitative data were collected from three focus group discussions with 20 supervisors and one in-depth interview with school principal to explore current hygiene practices. The information was then used to develop training intervention using either video, poster, and leaflet. To measure the effect, a stepped wedge cluster design with pre-and post-test analyses was conducted. A total of 452 junior high school santris in one Islamic boarding school were non-randomly allocated to either three intervention groups. Outcome measures were knowledge, personal behavior, and room hygiene. Codes and categories were produced in the qualitative analysis, while paired t-tests and Wilcoxon rank tests test were used in the quantitative analysis. ResultsThe qualitative study identified poor practices on personal and room hygiene among the santris and proposed a training intervention. Overall, there was a significant increase in knowledge and personal behavior after the intervention (7.22 ± 1.34 pre-intervention to 7.70 ± 0.74 post-intervention and 9.75 ± 2.98 pre-intervention to 12.16 ± 2.12 post-intervention, respectively, p < 0.001). Room hygiene was significantly improved among boys and those who received leaflets.

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“…115, 116). Respondents for the two studies using university students are each selected from those taking specific courses at a university (e.g., Khasawuheh & Al‐Zawahreh, ), although the nature of the researchers’ relationship with that organization or a possible gatekeeper is not discussed. All but two of the single‐organization studies report the number of respondents, although the size of population from which they are selected is mentioned rarely.…”

Section: Gaining Physical Access In Hrd Survey Researchmentioning

confidence: 99%

Beyond the Single Organization: Inside Insights From Gaining Access for Large Multiorganization Survey HRD Research

Saunders

Gray

Bristow³

2017

Human Resource Dev Quarterly

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Gaining physical access to potential respondents is crucial to human resource development ( HRD ) survey research. Yet a review of the HRD , human resource management, and best-selling business and management research methods texts in the United States, and United Kingdom reveals that, even where the process of gaining access is discussed and its cruciality stressed, inside accounts and insights regarding the daunting and problematic nature and its impact on data collected are rarely emphasized. More specialist methods literature, although outlining some potential issues, again offers few insights into the actual realities likely to be faced in the real world. Consideration of recent articles in HRD journals highlights also that, despite the widespread use of surveys, often via the Internet, such issues of physical access are rarely mentioned, reporting at best merely summarizing from whom and how data were obtained. We speak to this problem by offering two inside accounts of multiorganization research studies utilizing a survey strategy and Internet questionnaire, where gaining access to people across a large number of organizations threw up many challenges. These accounts offer clear insights into the issues and implications for rigor associated with gaining access when undertaking Internet surveys using both purchased lists (databases) and volunteer panels. In particular, they highlight the importance of recognizing that gaining access is often problematic, and provide a context for our recommendations for research practice, thereby assisting the mitigation of potential problems.

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Using the training reactions questionnaire to analyze the reactions of university students undergoing career‐related training inJordan: a prospective human resource development approach

Cited by 7 publications

References 32 publications

Business Ethics Training in Human Resource Development: A Literature Review

Business Ethics Training in Human Resource Development: A Literature Review

Training intervention to improve hygiene practices in Islamic boarding school in Yogyakarta, Indonesia: A mixed-method study

Beyond the Single Organization: Inside Insights From Gaining Access for Large Multiorganization Survey HRD Research

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