Human Resource Development Quarterly, Volume 15, Number 4, Winter 2004
Published on 10. January 2005
Book
Paperback/Softback
184 pages
978-0-7879-7848-8 (ISBN)
More details
Series
Language
English
Place of publication
New York
United States
Publishing group
John Wiley & Sons Inc
Target group
Professional and scholarly
Dimensions
Height: 229 mm
Width: 150 mm
Thickness: 10 mm
Weight
252 gr
ISBN-13
978-0-7879-7848-8 (9780787978488)
Copyright in bibliographic data is held by Nielsen Book Services Limited or its licensors: all rights reserved.
Schweitzer Classification
Content
EDITORIAL. AHRD and ASTD: Competitors or Collaborators? (Larry M. Dooley).
FEATURED ARTICLE.
The Utilization of Training Program Evaluation in Corporate Universities (Christopher F. Bober, Kenneth R. Bartlett)
Using a multisite case-study approach, this paper examines the use and users of evaluation results within four corporate universities. Instrumental rather than symbolic use seems to dominate. In addition, factors related to the implementation of the evaluation appear to influence evaluation use more than the policy-setting characteristics.
Invited Reaction: The Utilization of Training Program Evaluation in Corporate Universities (Rosalie T. Torres)
Torres commends the authors for undertaking an empirical and qualitative study of evaluation use. She does, however, suggest that the results may have emerged because of the site selection or the interview procedures. Future research on the topic of evaluation use can help clarify these issues.
ARTICLES.
Determinants of Participation and Nonparticipation in Job-Related Education and Training in Shenzhen, China (Jin Xiao, Mun C. Tsang)
This study reports the results of a survey of 3,475 employees from seventy-six firms located in Shenzhen, China. Individual characteristics (for example, gender, age, level of schooling, and previous experience), as well as individual socioeconomic factors (occupation, workplace changes, internal mobility) and firm economic attributes (economic sector, size, and type of ownership), are related to participation in internal and external education and training activities.
The Development and Maintenance of Exemplary Formal Mentoring Programs in Fortune 500 Companies (Christine D. Hegstad, Rose Mary Wentling)
The authors describe semistructured interviews of twenty-nine coordinators of or participants in exemplary mentoring programs within seventeen Fortune 500 firms. The development and maintenance of these programs appear to follow a pattern of assessment, design, development, implementation, and evaluation.
An Examination of Work-Environment Support Factors Affecting Transfer of Supervisory Skills Training to the Workplace (Susan E. Cromwell, Judith A. Kolb)
This study examines the transfer of supervisory training among supervisors responsible for a large university's physical plant. Those reporting high levels of organization, managerial, and peer support indicate high levels of transfer of knowledge and skills; and the perceived level of transfer being reported is similar to that provided by supervisors' managers.
The Relationship Between Organizational Commitment and Organizational Climate in Manufacturing (Adela J. McMurray, D. R. Scott, R. Wayne Pace)
Instruments measuring organizational commitment and organizational climate are administered to 1,413 employees of three Australian automobile manufacturing organizations. Results show a significant positive correlation between the two constructs being measured.
FORUMS.
Emotional Intelligence: The New Science of Interpersonal Effectiveness (James Thomas Kunnanatt).
Transfer of Training as a Sociopolitical Process (Hanbyul Kim).
REVIEW.
Toxic Emotions at Work: How Compassionate Managers Handle Pain and Conflict, by Peter J. Frost (2003).
REVIEWED BY LAURA A. BOEHME.
SPECIAL ANNOUNCEMENT.
HRDQ Editorial Leadership Opportunity: Associate Editor.
VOLUME 15 INDEX.
FEATURED ARTICLE.
The Utilization of Training Program Evaluation in Corporate Universities (Christopher F. Bober, Kenneth R. Bartlett)
Using a multisite case-study approach, this paper examines the use and users of evaluation results within four corporate universities. Instrumental rather than symbolic use seems to dominate. In addition, factors related to the implementation of the evaluation appear to influence evaluation use more than the policy-setting characteristics.
Invited Reaction: The Utilization of Training Program Evaluation in Corporate Universities (Rosalie T. Torres)
Torres commends the authors for undertaking an empirical and qualitative study of evaluation use. She does, however, suggest that the results may have emerged because of the site selection or the interview procedures. Future research on the topic of evaluation use can help clarify these issues.
ARTICLES.
Determinants of Participation and Nonparticipation in Job-Related Education and Training in Shenzhen, China (Jin Xiao, Mun C. Tsang)
This study reports the results of a survey of 3,475 employees from seventy-six firms located in Shenzhen, China. Individual characteristics (for example, gender, age, level of schooling, and previous experience), as well as individual socioeconomic factors (occupation, workplace changes, internal mobility) and firm economic attributes (economic sector, size, and type of ownership), are related to participation in internal and external education and training activities.
The Development and Maintenance of Exemplary Formal Mentoring Programs in Fortune 500 Companies (Christine D. Hegstad, Rose Mary Wentling)
The authors describe semistructured interviews of twenty-nine coordinators of or participants in exemplary mentoring programs within seventeen Fortune 500 firms. The development and maintenance of these programs appear to follow a pattern of assessment, design, development, implementation, and evaluation.
An Examination of Work-Environment Support Factors Affecting Transfer of Supervisory Skills Training to the Workplace (Susan E. Cromwell, Judith A. Kolb)
This study examines the transfer of supervisory training among supervisors responsible for a large university's physical plant. Those reporting high levels of organization, managerial, and peer support indicate high levels of transfer of knowledge and skills; and the perceived level of transfer being reported is similar to that provided by supervisors' managers.
The Relationship Between Organizational Commitment and Organizational Climate in Manufacturing (Adela J. McMurray, D. R. Scott, R. Wayne Pace)
Instruments measuring organizational commitment and organizational climate are administered to 1,413 employees of three Australian automobile manufacturing organizations. Results show a significant positive correlation between the two constructs being measured.
FORUMS.
Emotional Intelligence: The New Science of Interpersonal Effectiveness (James Thomas Kunnanatt).
Transfer of Training as a Sociopolitical Process (Hanbyul Kim).
REVIEW.
Toxic Emotions at Work: How Compassionate Managers Handle Pain and Conflict, by Peter J. Frost (2003).
REVIEWED BY LAURA A. BOEHME.
SPECIAL ANNOUNCEMENT.
HRDQ Editorial Leadership Opportunity: Associate Editor.
VOLUME 15 INDEX.