We examined the extent to which a trainee's gender interacts with the gender of the trainer, as well as the gender composition of the classroom, to influence the trainee's knowledge acquisition. Hypotheses based on asymmetrical relational demography arguments were tested with a multilevel model on data collected from 1,515 predominantly Hispanic…

The current study examined the temporal effect of perceived training utility on adoption of a trained method and how perceived organizational support influences the relationship between perceived training utility perceptions and adoption of a trained method. With the use of a correlational-survey-based design, this longitudinal study required…

Although billions of dollars are spent annually on training and development, much about the transfer processes is not well understood. This study investigated the interaction of workplace climate and peer support on the transfer of learning in a corporate field setting. Supervisor ratings of performance on several skill dimensions were obtained…

Trainee perceptions of transfer climate have been found to be an important predictor of transfer of training. Self-efficacy has also been identified as an important individual difference related to transfer. Few studies have examined how these variables work together to enhance or limit performance following training. In a field study of 37…

This study focuses on trainer expressiveness and trainee mastery orientation within the context of the seductive details effect. The seductive details effect refers to inclusion of "highly interesting and entertaining information that is only tangentially related to the topic" (Harp & Mayer, 1998, p. 1). One hundred thirty-two participants…

This study tests a process model of learning in which trainer and trainee traits are simultaneously considered as endogenous variables of learning outcomes. The article builds on a social view of training and similarity-attraction paradigms. In this context, the authors hypothesize that trainer-trainee similarity in personality (agreeableness)…

The study presented here examined the effects of trainees' reactions to skill assessment on their motivation to learn. A model was developed that suggests that two dimensions of trainees' assessment reactions, distributive justice and utility, influence training motivation and overall training effectiveness. The model was tested using a sample of…

Although the importance of diversity in organizations is widely recognized, diversity training is under attack. Drawing from self-efficacy theory and research, we developed a questionnaire to measure one's efficacy of successfully coping with widely recognized diversity initiatives. Then we conducted a study examining the effect of…

Managers and nonmanagers completed the Self-Directed Learning (SDL) Readiness Scale (n=303, 30% response); Most of the nine occupational categories were above average in SDL readiness; sales occupations had the highest mean score; managers scored significantly higher than nonmanagers. Low scores for clerical and manufacturing groups suggest a need…

Employees (124 whites, 36 people of color) read a diversity course description and completed a survey. A traditional title and broad focus received the most favorable responses. Men reacted more negatively than women, especially to a narrow focus and being assigned to the course for remedial purposes. The framing of diversity training thus…

A survey of 98 participants and 9 instructors in management training in a British government agency showed that trainees frequently sought information about their performance. Although feedback seeking was an important part of training, instructors tended to overestimate the frequency with which they provided feedback. (Contains 42 references.)…

As the workplace becomes more diverse and global in nature, organizations are implementing diversity training to manage this trend. However, previous research has rarely explored empirically employees' perceptions toward diversity training in different cultures. The study presented here examined reactions to a diversity training program conducted…

This study examines the effect of transfer variables on trainee characteristics, instructional satisfaction, and organizational factors of perceived learning and training transfer made by a group of trainees who attended a financial training program conducted for a Korean conglomerate. Data analyses revealed several variables in the three domains…

Organizations invest a significant amount of time and money on management and supervisory training programs. The intent of this study was to examine the relationship between four specific work-environment factors (organization support, supervisor support, peer support, and participation in a peer support network) and transfer of training at…

Reactions to training programs tend to be poor predictors of training success, yet most training programs are evaluated based solely on trainee reactions. In this study, we proposed that distinguishing between affective and cognitive employee reactions may improve the prediction of trainee learning. Our results indicated that cognitive employee…