Employee perceptions and their influence on training effectiveness

By A. Santos, M. Stuart. 2003

218 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/2ba510c5262c326520fcb5cc1603ad61556f0fbd

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In Applied Psychology

In Organizational Behavior and Human Resource Management

Citations in the corpus

Training Transfer: An Integrative Literature Review (2007, unknown): “Although research has found influences for both extrinsic and intrinsic factors on transfer (Rouiller & Goldstein, 1993; Santos & Stuart, 2003; Taylor, Russ-Eft, & Chan, 2005; Tracey, Tannenbaum, & Kavanagh, 1995), preliminary findings appear to favor intrinsic factors.”
Challenges for the Theory and Practice of Business Coaching (2016, background): “Certainly research into training effectiveness more generally in HRD suggests this is a complex relationship (Santos & Stuart, 2003) and changes in coachee behaviour and attitudes may not directly contribute to better outcomes for employers.”
Training transfer: the mediating role of perception of learning (2007, background): “Nevertheless the applicability and usefulness of this model, the empirical analysis between job attitudes and training outcomes is still quite limited (Holton, 2005; Santos and Stuart, 2003).”
Evaluating intertwined effects in e-learning programs: A novel hybrid MCDM model based on factor analysis and DEMATEL (2007, methodology): “…from the ADDIE model, Kirkpatrick theories, CIRO model, and other theories (Bitner, 1990; Giese & Gote, 2000; Moisio & Smeds, 2004; Noe, 1986; Santos & Stuart, 2003; Wang, 2003), 58 criteria related to e-learning evaluation were chosen (shown in Appendix) and used to design Questionnaire 1.”
Leadership development training transfer: a case study of post‐training determinants (2007, unknown): “…signiﬁcant characteristic of the organization found to effect transfer is system pressures and their impact on time (Mathieu and Martineau, 1997) Santos and Stuart (2003) found that a primary reason cited by managers for low transfer of training is lack of time due to fast-paced work…”
Accountability in Training Transfer: Adapting Schlenker’s Model of Responsibility to a Persistent but Solvable Problem (2009, methodology): “The prescription–event linkage, for example, “refers to the extent to which a clear and salient set of prescriptions is perceived to exist that should be applied to an event and should govern conduct” (Schlenker et al., 1994, p. 638); for this link to be strong, goals and rules must be clearly speci”
Using training and development to affect job satisfaction within franchising (2007, background): “Even though training has often been credited to improving profitability many organisations, especially small businesses, fail to adequately evaluate the success of their training programs ( Santos and Stuart, 2003”
Supervisor Behaviours that Facilitate Training Transfer. (2013, background): “Other studies have also reported that discussing course content and setting performance goals were found to facilitate transfer (Santos and Stuart, 2003).”
The relationship between diversity training, organizational commitment, and career satisfaction (2010, background): “Effective DT has been defined by trainees’ ability to “transfer” their newly learned behaviour into the workplace, while ineffective DT in turn, has been defined as occurring when “backlash” occurs (Hanover and Cellar, 1998; Kidder et al., 2004; Roberson et al., 2009; Santos and Stuart, 2003).”