Individualism Collectivism And The Role Of Goal Orientation In Organizational Training
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| Author | : Altovise Rogers |
| Publisher | : |
| Total Pages | : 0 |
| Release | : 2009 |
| Genre | : |
| ISBN | : |
This research examines how individualism-collectivism and goal orientation impact training effectiveness through study of an internationally diverse sample of engineers who were undergoing technical training. In light of contemporary views of individualism-collectivism, we argue that collectivism will moderate the influence of learning and performance goal orientations on training by shaping the impact of one's perceived social context on existing performance concerns and goals. Using a sample from a large multinational corporation, we examined the effects of individualism-collectivism and goal orientation on training transfer intentions, motivation to learn, and test performance. Mixed support for our hypotheses was found. Collectivists were found to exhibit higher levels of training transfer intentions and motivation to learn. However, when collectivism was combined with a performance goal orientation, its effects on training outcomes were diminished. Applications for organizations and future extensions of the present research are discussed.
| Author | : Michele J. Gelfand |
| Publisher | : Oxford University Press |
| Total Pages | : 777 |
| Release | : 2024-02-05 |
| Genre | : Business & Economics |
| ISBN | : 019008538X |
The process of globalization has brought into focus the central role of culture in understanding work behavior. In parallel to the accelerating process of globalization, there has been an explosion of empirical studies on culture and organizational behavior. Written by a diverse group of experts in the field, this handbook provides critical knowledge on how cultures vary, and how culture influences basic psychological processes, communication, trust, social networks, leadership, and negotiation. It also covers how to manage multicultural teams, culture and human resource management practices, joint ventures, organizational change, and more.
| Author | : Dr Ramesh Chand |
| Publisher | : Dr Ramesh Chand |
| Total Pages | : 172 |
| Release | : 2021-03-01 |
| Genre | : Education |
| ISBN | : 9354457274 |
The book namely “Training Builds Confidence” is no doubt a miracle for employee and employer. It has been felt that Training makes a man perfect whether he is in family, society, organization and industry. In today’s vibrant economy, technology changes day by day, therefore to work in this type of environment we need to update our work force with new changes in technology or work culture. So that organization can fulfill the requirement of outside world. Need, design, implementation and evaluation of training are main components of effective training. The term training indicates the process involved in improving attitudes, skills, and abilities of the employees to perform specific jobs. Training helps in updating old talents and developing new ones. Hence Training and Development is most urgent need of employer and employee. The quality based production depends upon employee’s good attitude towards work after training. Therefore this book is an effort to study the training outcomes in various public sector units.
| Author | : Maria Carmela Annosi |
| Publisher | : |
| Total Pages | : 0 |
| Release | : 2020 |
| Genre | : |
| ISBN | : |
Previous research has shown the importance of individual learning goal orientation for both job and task performance and consequently organizational performance. Despite its importance, knowledge on the antecedents of learning goal orientation remains scarce, especially in the context of self-managing team-based organizations. In fact, most of the research on goal orientation antecedents has been focused on individual characteristics, belief, and ability, while the contextual factors that might influence them remain unspecified. We build on and further extend earlier studies by jointly exploring the role of individual and contextual factors affecting individual learning orientation. In particular, this study combines individual informal social network, self-efficacy, performance feedbacks, and team identification into a model that explains individuals' learning goal orientation within self-managing team-based organizations. The model was empirically tested on a sample of 104 individuals belonging to an R&D organization relying on self-managing teams. Results show that performance feedback has a negative direct effect, while team identification has a positive direct effect on individual learning goal orientation. In addition, we found that individual self-efficacy is a mediator of the relationships between performance feedback and brokerage in the advice network and individual learning goal orientation. Finally, we did not find a relationship between centrality in the friendship network and individual learning goal orientation.
| Author | : Kristin Boyle |
| Publisher | : |
| Total Pages | : 590 |
| Release | : 1994 |
| Genre | : |
| ISBN | : |
Abstract: The role of goal orientation in explaining the behavioral patterns that relate to learning in organizational training settings was investigated in a laboratory study. It was posited that individual differences and context factors separately and in interaction promote either adaptive or maladaptive patterns of cognition, affect, and behavior.
| Author | : P. Nick Blanchard |
| Publisher | : SAGE Publications |
| Total Pages | : 516 |
| Release | : 2023-09-05 |
| Genre | : Business & Economics |
| ISBN | : 1071927132 |
Formerly published by Chicago Business Press, now published by Sage Effective Training: Systems, Strategies, and Practices is unique in its integration of theory with effective and practical training applications. Authors P. Nick Blanchard and James W. Thacker examine the relationship between change management and training, introduce the ADDIE model as an overarching framework for the training process, and consider perspectives relevant to small businesses. Additionally, this text provides a step-by-step process for developing learning objectives and highlights the importance of integrating both learning and design theories in creating successful training programs. The Sixth Edition adds new material while enhancing the ease of reading and understanding. The end of each relevant chapter (needs analysis, design, development and implementation, and evaluation) features an example of the process of developing an actual training program (Fabrics, Inc.). At the end of each chapter are discussion questions, cases, and exercises to enhance understanding.
| Author | : P. Nick Blanchard |
| Publisher | : SAGE Publications |
| Total Pages | : 496 |
| Release | : 2023-09-19 |
| Genre | : Business & Economics |
| ISBN | : 1071927833 |
Effective Training emphasizes the need to combine learning and design theories for successful training programs and provides a step-by-step process for developing learning objectives. This text considers the small business perspective while introducing the ADDIE model as an overarching framework for the training process and examining the relationship between change management and training.
| Author | : Darlene Jeanette Thompson |
| Publisher | : |
| Total Pages | : 190 |
| Release | : 2013 |
| Genre | : Career development |
| ISBN | : |
Performance management systems that rely solely on organizationally driven employee development strategies are ill-suited to develop current and future leaders in today's organizations. Successful performance management systems need to be flexible and dynamic in regards to employee development. In order to meet this need, traditional development strategies should be supplemented with self-directed development (Casio 2008; Hall 2004). Self-directed development is a process whereby employees take responsibility for their development. Self-directed development is critical for individual success in today's workforce (Boyce, Zaccaro, & Wisecarver, 2010; De Vos & Soens, 2008). Still, there are few empirical studies examining possible antecedents of employee engagement in self-directed development. The current study sought to address this gap by identifying contextual, individual, and cultural antecedents of employee participation in self-directed development. Additionally, this study proposed interactions between these antecedents and identified important work-related outcomes of self-directed development. This study utilized a cross-cultural sample of full time employees and managers from China and the United States, working in a large, multinational organization. This research found that the empowering environment an important antecedent of self-directed development. Individual differences such as learning goal orientation, feedback orientation, career insight, and instrumentality of development were also positively associated with employee engagement in self-directed development. This study also tested possible interactions between the empowering environment and several other antecedents of the empowering environment. These tests revealed that learning goal orientations and feedback orientations significantly moderated the relationship between the empowering environment and self-directed development. Cultural variables, which were measured at the individual level, also moderated the relationship between the empowering environment and self-directed development. The cultural dimensions of individualism-collectivism and power distance significantly interacted with the empowering environment. These findings suggest that individual and cultural variables play an important role in influencing employees' engagement in self-directed development. Additionally, this study observed significant relationships between self-directed development and job satisfaction and affective commitment. Taken together, these results suggest that contextual, cultural, and individual variables contribute to employees' participation in self-directed development. Implications for future research and organizational application are discussed.
| Author | : Linda Argote |
| Publisher | : Oxford University Press |
| Total Pages | : 698 |
| Release | : 2020-01-02 |
| Genre | : Psychology |
| ISBN | : 0190686197 |
Groups and organizations vary dramatically in their ability to learn. Some acquire substantial knowledge as a function of experience, while others do not. In groups, learning can occur at the level of the individual member and/or the group as a whole. In organizations, learning can occur at both of these levels as well as that of the wider collective. Besides varying in the amount and kind of information they acquire, groups and organizations also vary regarding their success in retaining knowledge and transferring it to other units. In general, groups and organizations that are proficient in acquiring, retaining, and transfering knowledge are more productive and more enduring than their less able counterparts. The goal of this handbook is to bring together cutting-edge theoretical and empirical work on group and organizational learning by leading scholars from several disciplines. Because many of the same processes influence learning in groups and organizations, including both kinds of learning in the same volume has the potential to facilitate the integration of knowledge and the cross-fertilization of ideas. These benefits are reciprocal, in that research at the group level can shed light on how organizations learn whereas research at the organizational level can illuminate how groups learn. By clarifying similarities and differences in the processes that underlie learning in groups and organizations, the handbook advances understanding of the causes and consequences of learning in collectives of varying size and complexity.
| Author | : Jonathan Passmore |
| Publisher | : John Wiley & Sons |
| Total Pages | : 552 |
| Release | : 2016-08-08 |
| Genre | : Psychology |
| ISBN | : 1119237904 |
A state-of-the-art reference, drawing on key contemporary research to provide an in-depth, international, and competencies-based approach to the psychology of coaching and mentoring. Puts cutting-edge evidence at the fingertips of organizational psychology practitioners who need it most, but who do not always have the time or resources to keep up with scholarly research Thematic chapters cover theoretical models, efficacy, ethics, training, the influence of emerging fields such as neuroscience and mindfulness, virtual coaching and mentoring and more Contributors include Anthony Grant, David Clutterbuck, Susan David, Robert Garvey, Stephen Palmer, Reinhard Stelter, Robert Lee, David Lane, Tatiana Bachkirova and Carol Kauffman With a Foreword by Sir John Whitmore
