Robert T. Ladd

The influence of General Perceptions of the Training Environment on Pretraining Motivation and Perceived Training Transfer

The present study was conducted to determine whether trainees’ general beliefs about training affect pretraining motivation and transfer of training in a large-scale training curriculum. In addition, the influence of social support for training from four organizational constituents (top management, supervisors, peers, and subordinates) and task constraints in the work environment on pretraining motivation and training transfer were evaluated. Nine hundred sixty-seven managers and supervisors completed a questionnaire that assessed 14 constructs. Structural equations analysis with LISREL VII indicated that the overall reputation of training, intrinsic and compliance incentives, organizational commitment, and three social support variables (subordinate, supervisor, and top management support) were predictive of pretraining motivation. In addition, pretraining motivation and subordinate, peer, and supervisor support were predictive of managers’ perceived training transfer. These findings suggests that previo...

Exploratory Field Study of Training Motivation: Infiluence of Involvement, Credibility, and Transfer Climate

The focus of this study was exploring the effects of several contextual factors on training motivation. Participants (N = 245) from 12 organizational training groups were given surveys designed to measure pretraining motivation, expected job and career utility of training, peer and supervisor training transfer climate, involvement in decision to be trained, and decision-maker credibility. Structural equations modeling indicated that (a) perceived job utility of training significantly predicted training motivation, (b) decision involvement resulted in higher perceptions of job and career utility, (c) decision-maker credibility affected job and career utiflity, and (d) supervisor training transfer climate affected anticipated job utility. Implications of the findings for increasing the effectiveness of training are discussed.

A Measure of Selling Skill: Scale Development and Validation

Selling skills are learned proficiency at performing tasks necessary for a sales job. They are among the most important predictors of sales performance. However, the research into selling skills has been hampered by the lack of an overall scale. To address this shortcoming the present paper identifies a model of sales skills consisting of three components of interpersonal skills, salesmanship skills, and technical skills. Using exploratory and confirmatory factor analysis, the authors report the development of a Selling Skill scale as a reliable and valid instrument. The authors suggest priorities for future research and potential uses of this instrument.

The Job Satisfaction and Union Commitment of Unionized Engineers

This study presents data on the union commitment and job satisfaction of a sample of unionized engineers and then, to provide a basis of comparison, similar data on a sample of unionized technicians and a sample of nonprofessional white-collar workers — all employed by the same organization. The engineers and technicians did not differ markedly in union commitment or job satisfaction, but the engineers expressed greater union commitment than did the nonprofessional workers. The correlation in all three samples between satisfaction with the union and satisfaction with management provides support for the concept of dual allegiance.

Testing for Cross-Situational-Consistency: A Confirmatory Factor Analytic Approach

Numerous procedures have been suggested for investigating behaviors across situations for consistency versus situational specificity. It is proposed here that Confirmatory Factor Analysis (CFA) may provide an useful addition to these procedures. To illustrate the process, a CFA model based on simulated data is presented and tested. The results of this simulation are employed to make recommendations for conducting CFA to test for cross-situational consistency.

Assessment centers vs situational judgment tests: longitudinal predictors of success

Purpose The purpose of this paper is to provide an empirical comparison of a high-fidelity managerial simulation, assessment center (AC) ratings, to that of a lower fidelity managerial simulation, a video situational judgment test (SJT) in the prediction of manager career success. Design/methodology/approach Archival data were collected from a large utility company. A measure of general mental ability (GMA), an SJT, and an AC were examined as predictors of career success as measured by increases in salary. Findings The AC and the video SJT used in this study appeared to assess different constructs, extending previous findings that ACs and written SJTs measure distinct constructs. Furthermore, the AC dimensions and the SJT remained valid predictors of salary over a six year span following the test administration. In addition, the AC explained significant incremental variance beyond GMA and SJTs in career success six years after the assessment. Research limitations/implications The SJTs and AC used in this study are similar in psychological fidelity, yet the ACs remained a more valid predictor over time. The recommendation is that lower fidelity simulations should not be used as prerequisites for higher fidelity simulations. Practical implications The results lend general support to the value of high-fidelity instruments in predicting longitudinal success. Originality/value The paper offers a comparison of the validity of ACs and video SJTs.