ISSN:1044-8004    

DOI:10.1002/hrdq.3920070102

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1996

数据来源: WILEY

摘要:

AbstractThe lack of research to develop further a theory of evaluation is aglaring shortcoming for human resource development (HRD). In this paper, 1 argue that the four‐level system of training evaluation is really a taxonomy of outcomes and is flawed as an evaluation model Research is needed to develop a fully specified and researchable evaluation model. Such a model needs to specify outcomes correctly, account for the effects of intervening variables that affect outcomes, and indicate causal relationships. I propose a new model based on existing research and accounts for the impact of the primary intervening variables such as motivation to learn, trainability, job attitudes, personal characteristics, and transfer of training conditions. A new role for participant reactions is specified. Key studies supporting the model are reviewed and a research agenda propose

ISSN:1044-8004    

DOI:10.1002/hrdq.3920070103

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1996

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920070104

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1996

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920070105

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1996

数据来源: WILEY

摘要:

AbstractAttention is often focused on the economic and legal aspects of affirmative action rather than the policy's impact on its beneficiaries. The purpose of this article is to integrate the research findings on the effects of preferential treatment on women in organizations and to suggest solutions for some of the problems identified. First, the article explores the impact of preferential treatment on other people's perceptions of the female beneficiary and on the way the beneficiary views herself and the employing organization. Next, strategies for providing a supportive organizational environment for affirmative action beneficiaries are presented. The benefits that may result from implementing these strategies are also discussed.

ISSN:1044-8004    

DOI:10.1002/hrdq.3920070106

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1996

数据来源: WILEY

摘要:

AbstractThis study was conducted in four electronics companies in Shenzhen, China. It employs a transfer model that argues that training develops only potential capacity in trainees. The transfer of training in the workplace depends on organizational factors that facilitate the utilization of knowledge, skills, and attitudes (KSA) gained in the training setting.Analyses indicate that training, recently adopted nationwide in industry in China, is related to transfer behavior. In addition, organizational variables that encourage application of KSA in the workplace promote the transfer of training. Among the organizational variables, supervision appears to be the most influential.The study's findings also suggest that management concepts and practices for organizing a modern workplace are important in improving productivity in a newly developed industria! zone in China.

ISSN:1044-8004    

DOI:10.1002/hrdq.3920070107

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1996

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920070108

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1996

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920070109

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1996

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920070110

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1996

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920070111

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1996

数据来源: WILEY