Transfer of training and self-regulating abilities: A longitudinal field study of manufacturing supervisors
Abstract
The purpose of this longitudinal field study was to investigate the impact of transfer of training on job performance of supervisors. Secondarily, self-regulating abilities as a trainee characteristic was evaluated in relationship to transfer of training. Manufacturing supervisors (n = 35) participated in either treatment or control groups. Both groups were given the self-reporting Strategic Assessment of Readiness for Training (START) instrument, to determine higher and lower self-regulation on the dimension of training transfer. The job performance measures evaluated were: number of grievances filed, number of suggestions submitted, number of suggestions implemented, number of safety accidents, non-scheduled overtime hours (unanticipated overtime), number of parts per million defect rate, and scrap rate. The treatment group received a training intervention on supervisory skills. It was believed that the treatment group would have an increase in performance. There was an increase in performance on number of non-scheduled overtime and scrap rate for the treatment group. On the self-regulating abilities between higher and lower self-regulators on job performance, no significant differences were found for either the treatment or the control group. However, the interaction analysis indicated the higher self-regulators in the treatment group outperformed the others on scrap. The lower self-regulators in the treatment group outperformed the others on non-scheduled overtime. There was a slight indication that the higher self-regulators in the treatment group did better on the pre- and post-test on the training material content. The conclusions and results are discussed in terms of areas of further research relating to the transfer of training and self-regulating abilities of the adult worker.
Degree
Ph.D.
Advisors
Newton, Purdue University.
Subject Area
Curricula|Teaching|Management|Inservice training
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