Benefits of training and development for individuals and teams, organizations, and society.

By Herman Aguinis, Kurt Kraiger. Annual Review of Psychology, 2009

1,463 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/7780dd3b58606ec9439b2a6f86929978945c9cc2

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Citations in the corpus

Adaptation of Kirkpatrick’s Four-Level Model of Training Criteria to Evaluate Training Programmes for Head Teachers (2021, background): “Since training has a positive influence on the performance of trainees, training-related changes should result in improved job performance of trainees and other positive changes, such as acquisition of new skills, attitudes and motivation [130].”
The Science of Training and Development in Organizations (2012, methodology): “Aguinis and Kraiger (2009) cited multiple studies in European countries that link training practices and policies to measures of organizational effectiveness.”
Training Engagement Theory: A Multilevel Perspective on the Effectiveness of Work-Related Training (2018, background): “Supervisors that fail to support these training initiatives will mitigate the effect of the HR system and TMT policies on employees’ behavior (Aguinis & Kraiger, 2009).”
The Relationship Between Leader Motivating Language and Self-Efficacy (2012, background): “Overall, leaders behave as agents for organizational self-efficacy in their strategic communication practices (Aguinis & Kraiger, 2009; Bandura, 2001; Latham & Pinder, 2005).”
It’s About Time: New Perspectives and Insights on Time Management (2017, background): “For example, at the individual level of analysis, people are not able to acquire new knowledge, skills, and abilities if they do not have sufficient time (Aguinis & Kraiger, 2009), which impairs their results- and behavior-based performance (Markman, 2012).”
Learning at the workplace and sustainable employability: a multi-source model moderated by age (2016, background): “…Paradise, 2007; Rivera & Paradise, 2007), and may produce important benefits for individual employees (Arthur, Bennett, Edens, & Bell, 2003; Hill & Lent, 2006; Satterfield & Hughes, 2007), teams, organizations, and society as a whole (Aguinis & Kraiger, 2009; Noe, Tews, & McConnell Dachner, 2010).”
An Investigation into the Relationship between Training Evaluation and the Transfer of Training (2012, background): “Training is considered to be a strategic human resource practice that can benefit individuals, teams, organizations and society (Aguinis & Kraiger, 2009; Baldwin et al., 2009).”
Human capital matters: Market valuation of firm investments in training and the role of complementary assets (2017, background): “Also, Aguinis and Kraiger (2009) provided a literature review of empirical studies that largely support the formal training and organizational performance nexus.”
The dark side of personality at work (2014, background): “Past theory and research is suggestive that personality plays a major role in determining the receptivity of participants in training programs to learning new skills or changing behaviors (Aguinis & Kraiger, 2009; Hogan & Warrenfeltz, 2003).”
Strategic Vision and Values in Top Leaders’ Communications (2015, background): “Research shows that such enactment and training support are key factors in learning success (Aguinis & Kraiger, 2009; Bandura, 1997).”