The Influence of Specific Supervisor Support Types on Transfer of Training: Examining the Mediating Effect of Training Retention

The aim of this study was to examine the differential effects of specific types of supervisor support on transfer of training, taking into account established trainee characteristics, such as trainees’ motivation to learn, motivation to transfer, and training self-efficacy. More specifically, nine types of supervisor support were examined (pre-training information, role modelling & facilitation, request sharing, favourable attitude, coaching & feedback, openness, involvement & accountability, work coverage, and training participation). In addition, the mediating effect of training retention is explored, as learning outcomes may present an intervening variable that connects supervisor support to transfer of training. A time-lagged design was used to investigate the relationships in the proposed model and it was evaluated using partial least squares path modelling (PLS-PM). Data was gathered in Belgium through online questionnaires at three points in time from 111 participants of work-related training. Participants were employees from a retail organisation and different government agencies. Results indicate that only supervisors’ accountability and involvement positively predicted employees’ transfer of training three months after training. In addition, it was found that supervisors’ involvement and accountability had an indirect effect on transfer of training through training retention.     

Innovation in PhD completion: the hardy shall succeed (and be happy!)

What is it that makes a PhD such a difficult process, and prevents candidates from completing on time? In this paper, we propose that self‐sabotaging behaviours, including overcommitting, procrastination and perfectionism, have a role to play. At Flinders University, we have developed a program in which we work with PhD students to help to reduce these behaviours and give them the strategies and attitudes they need to successfully (and happily!) complete their thesis. The program utilises cognitive–behavioural coaching, an evidence‐based strategy that we claim leads to significant and long‐term behavioural change. An evaluation of the program indicates that it is very successful, improving students’ ability to manage their time, set specific times for writing, and show work to their supervisor regularly, and that these behaviours were associated with lower levels of stress and improved ability to complete.     

A sex education programme for mothers in Iran: Does preschool children’s sex education influence mothers’ knowledge and attitudes?

Mothers have an important role to play in teaching their children about sexual issues and shaping children’s sexual knowledge, attitudes and behaviours. In many cases, however, mothers themselves need help and support. This study was conducted to examine the effects of a sex education programme on the knowledge and attitudes of the mothers of pre-school children. Eighty mothers of pre-school children were randomly divided into an experimental and a control group. The experimental group received an education and training programme delivered over two 2-h sessions. The control group received no such intervention. Researcher-constructed knowledge and attitude questionnaires were completed by both groups before and one month after the intervention. Findings showed no significant differences between the two groups in terms of knowledge and attitudes before the training. After the education and training intervention, however, there was a significant increase in the mean score for both knowledge and attitudes in the experimental group compared to the control group. Study findings suggest that the sex education programme for the mothers of pre-school children can improve their knowledge and attitudes.     

Exploration of technical and nontechnical employee attitudes toward participation in training

This study examined technical and nontechnical employee attitudes toward participation in training. A survey was administered to 337 self‐identified technical and nontechnical university employees. Our findings are as follows: (a) most employees prefer training that is less than 2 hours in length, (b) employees do not want training outside their regular shift, (c) employees strongly prefer hands‐on training, and (d) less than half were encouraged by their supervisor to apply what was learned in nontechnical training to their job.     

Understanding the impact of guiding inquiry: the relationship between directive support,student attributes,and transfer of knowledge,attitudes, and behaviours in inquiry learning

Guiding inquiry learning has been shown to increase knowledge gains. Yet, little is known about the effect of guidance on attitudes and behaviours, its interaction with student attributes, and transfer of impact once guidance is removed. We address these gaps in the context of an interactive Physics simulation on electric circuits (https://phet.colorado.edu/en/simulation/circuit-construction-kit-dc). 49 students in the Non-Directive condition received a set of goals to focus their inquiry, in addition to implicit support built into the simulation. 48 students in the Directive condition received, in addition to these, also detailed directions and prompts. Log-file analysis found that directive support led to more formal testing and less exploration. Clustering identified two groups of learners: one with higher incoming knowledge (Higher Knowledge), the other with higher incoming perceptions of competence and control (Higher PoCC). Working with the simulation improved knowledge and attitudes across cluster groups, so that prior differences all but disappeared. With regard to guidance, adding directive support improved knowledge gains for the Higher Knowledge group, yet suppressed their attitudinal growth. The same support had no effect on knowledge gains for the Higher PoCC group, yet it boosted their attitudinal growth. A transfer activity, where directive support was no longer available, found that impact on attitudes carried forward, yet impacts on behaviours and knowledge were short-lived. Overall, the study highlights the complex interaction between guidance and student attributes. For some, supporting short-term knowledge gains may inadvertenly lead to longer term negative impact on attitudes towards inquiry.     

Evaluating the Impact of a Performance‐Based Methodology on Transfer of Training

Transfer of training is the degree to which trainees can apply the knowledge, skills, and attitudes gained in training to the job. Currently only between 5% and 20% of what is learned in training is ever applied on the job. At this time, little is known about the effects of work environment factors, such as support, feedback, and goal setting, on training transfer. We utilized a quasi‐experimental between‐groups design using surveys, interviews, and behavioral measures to evaluate the impact of performance‐based work environment factors on training transfer. Results indicated that participants in the experimental group reported a higher level of training transfer than those in the control group. These findings suggest that a performance‐based approach to training can be an effective method to increase the likelihood that employees transfer training knowledge to the job context.     

Protecting the Great Barrier Reef: analysing the impact of a conservation documentary and post-viewing strategies on long-term conservation behaviour

Nature-based tourism experiences have the potential to change the environmental knowledge, attitudes and behavior of visitors; but such experiences may be beyond the physical and/or financial reach of many people. To influence the conservation behavior of populations world-wide, a more accessible yet equally effective strategy is required. Using an experimental design, this study explored whether a conservation documentary about Australian marine environments, together with post-viewing support materials, prompted the adoption of conservation behaviours. Questionnaires revealed environmental knowledge, attitudes and behavioural intentions rose immediately after viewing the documentary. Ten weeks later, these levels were maintained or decreased slightly for those who received post-viewing support (Facebook, help sheet or both), but decreased markedly in the control group. Results are similar to those reported in wildlife tourism studies. Implications for the use of documentaries in place of nature experiences are discussed.     

The Perceived Impacts of Supervisor Reinforcement and Learning Objective Importance on Transfer of Training

Transfer of training is a major concern for trainers and managers. If training does not transfer to the job, the value of the training is questionable. This study investigated the relationships between: 1) perceived importance of training objectives and perceived transfer of training relative to those objectives, and 2) types of supervisor reinforcement which trainees perceive to be most motivating and the types of reinforcement that they perceive their supervisors actually use. The study was conducted in the context of a Managerial Leadership Program within a large oil refinery and chemical company in Korea. The study found that as either supervisors or trainees perceived a training objective to be more important, they also perceived more transfer of training relative to that objective. The study also found that the types of reinforcement trainees perceived to be most motivating were also the types that they perceived their supervisors used most often.     

Another look at the relative impact of workplace design on training transfer for supervisory communication skills

This ethnographic study extends the findings of earlier research that authenticated the impact of workplace design features on newly acquired communication skills back on the job. The qualitative nature of the earlier study, however, limited quantitative measurement of workplace design features that may have an impact on learned skills. This study examined supervisor perceptions about the relative importance of organizational factors that affect transfer and prioritized the importance of specific design features to support learned communication skills. Research findings validate earlier research that workplace design is another work environment influence that may facilitate or impede the ultimate success of a training intervention for performance improvement.     

组织因素对建筑企业专业技术人员培训的影响

本文以杭州市建筑企业专业技术人员为例,通过问卷调查收集数据,分析组织因素对专业技术人员(知识型员工)培训效果的影响。研究结果表明,上级支持、同事支持和管理沟通对知识型员工的培训动机有正向影响,并通过培训动机的中介作用显著影响培训效果;培训决策权的集中程度对培训设计有负向影响,管理沟通对培训设计有正向影响,且二者通过培训设计的中介作用显著影响培训效果。建议企业从上级支持、同事支持、管理沟通和分权决策四个组织因素出发,通过建立培训支持体系、培训合作制度,以及营造学习型文化氛围等管理方式的改进,提升知识型员工的培训效果。     

What influences transfer of training in an African agricultural research network?

Purpose: This study determined the extent to which transfer of training among trainees from national partners of an international bean research network in Africa was perceived to have taken place; including determining the factors that predicted transfer of training back to the job. Methodology/approach: Online data collection using the Learning Transfer Systems Inventory (LTSI) from 139 respondents was made and analyzed using bivariate correlations and hierarchical multiple regression. Findings: An average of 75% of the training skills were perceived as transferred. ‘Personal capacity’ significantly predicted transfer, while ‘motivation to transfer’, ‘transfer design’, ‘supervisor’, and ‘peer support’ positively correlated with training transfer. Theoretical implications: The LTSI factors remain relevant explanations for training transfer with in African agricultural research and development organizations. Certain work environments are likely to have new factors such as ‘Supervisor and peer’ support which operated as one explanatory factor for training transfer, revealed the closeness of supervisors and peers in agricultural research and development settings. Practical implications: The international agricultural research network needs to consider the trainees’ ability to transfer new training given workload-related hindrances. Originality/value: The applicability of the LTSI for international agencies that conduct training for agricultural research and development in Africa has been tested. Such institutions need policies that enhance trainee capacity to transfer training to the work place.     

School reform for positive behaviour support through collaborative learning: utilising lesson study for a learning community

Recent research has emphasised educating children about positive behaviours to overcome delinquency issues, but there is little clarification of what factors lead to positive behaviours. This study analyses factors that led to children’s positive behaviours at a junior high school in Japan, which experienced a dramatic turnaround after implementing school reform using Lesson Study for Learning Community (LSLC). In this study, the results of a mixed-methods analysis show that if children receive psychological support they are likely to psychologically support others and, similarly, those who receive concrete help tend to offer concrete help to others. To foster learning cultures in which this happens, it is critical to engage the entire school in appropriate changes: for example, teachers’ positive attitudes towards children and learning are important factors encouraging children to support others.     

School Counseling Site Supervisor Training: An Exploratory Study

This study explored the supervision training needs of site supervisors of master's program school counseling interns via the construct of self‐efficacy. Using the Site Supervisor Self‐Efficacy Survey developed for this study, the authors surveyed school counseling site supervisors in the states of Oregon and Washington (N = 147) regarding their hours of supervision training and their supervisor self‐efficacy. Results indicated that 54% of school counseling site supervisors had little or no counseling supervision training. Supervisor self‐efficacy appeared to be relatively strong, consistently so for school counseling site supervisors with over 40 hours of supervision training. A partial correlation indicated a slightly positive relationship between the hours of supervision training received and perceived self‐efficacy regarding supervision. Implications regarding school counseling site supervisor training and future research are offered.     

The effects of an experimental programme to support students’ autonomy on the overt behaviours of physical education teachers

Although the benefits of autonomy supportive behaviours are now well established in the literature, very few studies have attempted to train teachers to offer a greater autonomy support to their students. In fact, none of these studies has been carried out in physical education (PE). The purpose of this study is to test the effects of an autonomy-supportive training on overt behaviours of teaching among PE teachers. The experimental group included two PE teachers who were first educated on the benefits of an autonomy supportive style and then followed an individualised guidance programme during the 8 lessons of a teaching cycle. Their behaviours were observed and rated along 3 categories (i.e., autonomy supportive, neutral and controlling) and were subsequently compared to those of three teachers who formed the control condition. The results showed that teachers in the experimental group used more autonomy supportive and neutral behaviours than those in the control group, but no difference emerged in relation to controlling behaviours. We discuss the implications for schools of our findings.     

Mechanisms of Innovation Diffusion Under Information Abundance and Information Scarcity—On the Contribution of Social Networks in Group Vs. Individual Extension Approaches in Semi-Arid Kenya

Abstract

Purpose: Training transfer has been examined for formal industrial and service organizations in developed countries but rarely for rural organizations in sub-Saharan Africa. This study sought to identify transfer system factors that best explain the transfer of governance-facilitation skills provided to leaders of farmers' marketing organizations (FMOs) in Uganda. Design/methodology/approach: Face to face interviews using interview schedules containing selected elements of the Learning Transfer System Inventory were conducted with 99 FMO leaders to collect data on the factors that could affect transfer of governance-facilitation skills. Findings: Hierarchical regression revealed that personal capacity to transfer, transfer design, supervisor support and feedback on performance were significant predictors of perceived transfer of governance-facilitation skills.

Practical implications: Results point to the need for extension organizations that work with rural farmers' organizations to design effective training methods and transfer approaches that enhance training transfer, as well as promote leadership that values and supports training transfer to FMOs.

Originality/value: The focus on member owned, participatorily run rural farmers' organizations to test factors affecting transfer of critical skills adds value to the training transfer discourse. Additionally, the role of trainee characteristics, transfer design and work environment factors in enhancing training transfer within developing country local organizations in rural Africa is confirmed.     

The image of the special education teacher as reflected in drawings made by teachers in training in Israel

This study, by Dr Dafna Regev of the University of Haifa and Professor Tamie Ronen of Tel Aviv University, examines the perceived image of the special education teacher as portrayed in the drawings of Jewish and Arab student teachers in Israel. Of the 187 female participants in this study, 82 were from the Jewish sector and 105 from the Arab sector; they were all at varying stages in their training. The drawings were analysed by three art therapists, and differences found between Jewish and Arab perspectives and between perspectives across the training programme are discussed. This article raises questions about the relationship between attitudes and behaviours and the perspectives of future special education teachers.     

Communication Correlates of Perceived Machiavellianism of Supervisors: Communication Orientations and Outcomes

This paper reports the development of the Perceived Supervisor Machiavellian Measure (PSMM) for use in the organizational communication context. Data were drawn from full-time employees who were part-time graduate students in a corporate and organizational communication program. Employees' perceptions of supervisor Machiavellianism were negatively related to employees' perceptions of supervisor credibility (competence, caring, and trustworthiness), employees' attitudes toward the supervisor, employee motivation, and employee job satisfaction. Supervisors' perceived communication behaviors (nonverbal immediacy, responsiveness, and assertiveness) accounted for a significant amount of variance in perceived supervisor Machiavellianism. The results support a general model of supervisor behavior and provide a foundation for future research in organizational communication.     

Moment-to-Moment Counseling Process Feedback Using a Dual-Channel Audiotape Recording

A survey of 28 counseling practicum students revealed that although their most time-intensive training activity was listening to postsession audiotapes, it ranked fifth on perceived effectiveness, with supervisor feedback ranking first. This study outlines a method of combining the time-intensity of audiotape playback with direct supervisor feedback using dual-channel (stereophonic) tape recorders in the counseling laboratory. Posttreatment assessment indicated strong student support for this method.     

Transfer of training: Adding insight through social network analysis

This article reviews studies which apply a social network perspective to examine transfer of training. The theory behind social networks focuses on the interpersonal mechanisms and social structures that exist among interacting units such as people within an organization. A premise of this perspective is that individual’s behaviors and outcomes are significantly affected by how that individual is tied into the larger web of social connections. With regard to transfer of training, the investigation of social networks as a perspective can build in-depth understanding of how social support aids in transfer of training.Three groups of studies using a social network perspective are identified. A first group questions the role of the social network within the organisation for transfer of training. A second group of studies includes the network outside the organisation, hereby stretching the traditional idea of social support. A third group of studies sees the social network as an important outcome of itself. Through these studies, the potential value of the social network perspective for transfer of training research is identified and implications can be indicated.     

The Study Process Questionnaire: A construct validation study

The Study Process Questionnaire (Biggs, 1987) has been widely used in studies investigating learning behaviours in tertiary education. Many of the studies that have used the instrument have investigated the construct validity of the SPQ using a variety of factor analytic methods and techniques in an atheoretical way. Contrary to this method, Burnett and Dart (1997) argued that the hypothesised structure of a scale should be used when assessing the construct validity of an existing instrument. This study investigated the factor structure of the SPQ using a theoretical approach and found strong support for the three approaches to learning structure of the instrument.