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Peer reviewedHolton, Elwood F., III; Kirkpatrick, Donald L. – Human Resource Development Quarterly, 1996
Holton critiques Kirkpatrick's four-level evaluation model and presents a new model that accounts for primary intervening variables. Kirkpatrick argues that the criticism fails to account for his model's practical utility. Holton elaborates on the distinction between a model and a taxonomy. (SK)
Descriptors: Classification, Evaluation Methods, Job Performance, Models
Peer reviewedAntonioni, David – Human Resource Development Quarterly, 1995
Investigated the effects of written-upward appraisal reports (feedback) and performance reviews on the supervisory behavior of 96 managers. Results indicate that managers who received feedback did not improve their supervision more than managers who did not receive feedback. Discusses problems and provides recommendations for the design of an…
Descriptors: Administrative Problems, Administrator Behavior, Administrator Effectiveness, Case Studies
Direct linkSchwoerer, Catherine E.; May, Douglas R.; Hollensbe, Elaine C.; Mencl, Jennifer – Human Resource Development Quarterly, 2005
A pretest-posttest field study investigated self-efficacy, both general and specific, in an intensive training experience to prepare new recruits for their work assignments. Specific issues addressed include (1) the effects of the training experience on general self-efficacy (GSE), work-specific selfefficacy (SSE), and performance expectancy; (2)…
Descriptors: Individual Characteristics, Self Efficacy, Pretests Posttests, Performance
