Modeling the context and transfer relationship for blended elearning instructional design and delivery in hospitality

Robert E. Frash, Purdue University

Abstract

North American businesses spend upwards of $100 billion dollars annually on training and development but evaluation of the effectiveness of this investment is often incomplete. Donald Kirkpatrick created a four level framework for evaluating training. The first level assesses trainee's reaction to the training. The second level assesses learning outcomes. The third level assesses the changes in workplace behavior resulting from the training, which is also called transfer of training. The fourth level ascertains the business results. Kirkpatrick's four-level training evaluation is used ubiquitously in business today. However, some scholars point to the lack of empirical support for Kirkpatrick's training evaluation framework. This dissertation study analyzed the relationship between the levels of evaluation to determine whether or not a hierarchical causal association existed. Also, this study analyzed the relationship of the intrinsic and environmental variables thought to impact the transfer of training. The two analyzes address the two major areas of Kirkpatrick's training evaluation framework that are thought most problematic empirically. To facilitate the study, a major international hotel company's property management system conversion training was evaluated across the first three of Kirkpatrick's evaluation framework. A clear hierarchical relationship was established between trainee's reactions to the training, their learning outcomes, and their transfer-performance. Learner readiness, motivation to transfer, capacity/time for transfer, manager support, training transfer design, outcome expectations, and feedback/coaching were all significantly correlated with PMS transfer-performance.

Degree

Ph.D.

Advisors

Almanza, Purdue University.

Subject Area

Educational technology

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