Testing the gender similarities hypothesis: differences in subjective task value and motivation to transfer training

2018 ◽  
Vol 23 (3) ◽  
pp. 309-320 ◽  
Author(s):  
Andreas Gegenfurtner
Keyword(s):  
Task Value ◽  
Subjective Task Value ◽  
Gender Similarities ◽  
Transfer Training ◽  
Motivation To Transfer

Exploring readiness of learners to transfer training: an interactionist approach

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ragini ◽  
Piyali Ghosh
Keyword(s):  
Supervisor Support ◽  
Training Transfer ◽  
Training Programme ◽  
Situational Factor ◽  
Learner Readiness ◽  
Content Type ◽  
Indirect Impact ◽  
Transfer Training ◽  
Motivation To Transfer ◽  
Interactionist Approach

Purpose Purpose of this study is to investigate the role of learner readiness in enhancing transfer of training by empirically testing a moderated mediation mechanism in which learner readiness influences transfer through motivation to transfer, and this indirect impact is moderated by supervisor support. Design/methodology/approach The perception of trainees about the constructs considered has been captured through a survey of 250 employees of a unit of a manufacturing organization in India. For hypotheses testing, PROCESS macro developed by Hayes (2013) has been used. Findings Results have confirmed the significant role played by learner readiness in predicting transfer. This apart, supervisor support has been proved to moderate the indirect impact of learner readiness on transfer. Practical implications Trainees need to have pre-requisite knowledge to learn the content of a training programme, which would enable them to grasp such content and transfer the same subsequently to work. It is also essential that trainees are willing to attend any training voluntarily. Specific interventions may be designed for supervisors to bolster their catalytic role in training transfer. Originality/value An interactionist approach has been adopted by focussing on learner readiness as a less-studied trainee characteristic and supervisor support as a situational factor of transfer. This is construed as a significant contribution of this study to training literature. The potential overlap between learner readiness and motivation to transfer as trainee characteristics is seen to be neutralized by the presence of supervisor support as a moderator. Findings help in understanding how a trainee’s readiness and motivation, together with supervisor’s positive attitude, can enhance transfer.

scholarly journals Teaching strategies and value for STEM courses

2017 ◽  
Author(s):  
Virginia Gravina ◽  
Christopher Beswick ◽  
Kamden K Strunk
Keyword(s):  
Self Efficacy ◽  
Teaching Practices ◽  
Value Theory ◽  
Task Value ◽  
Expectancy Value Theory ◽  
Expectancy Value ◽  
Interest In Science ◽  
Subjective Task Value ◽  
And Mathematics ◽  
The Relationship

Expectancy-value theory has been used to investigate reasons why students have low achievement and low interest in science, technology, engineering, and mathematics (STEM) courses. The purpose of this study was to investigate the relationship between self-efficacy, perceived teaching practices, and subjective task value in gateway STEM courses. Results demonstrated that self-efficacy influenced perception of teaching practices and subjective task value, and perceived teaching practiced influenced subjective task value. Results and implications for teaching practices are discussed.

Gender Roles and Women's Achievement-Related Decisions

1987 ◽  
Vol 11 (2) ◽  
pp. 135-172 ◽  
Author(s):  
Jacquelynne S. Eccles
Keyword(s):  
Gender Role ◽  
Task Demands ◽  
Task Value ◽  
Gender Role Socialization ◽  
Psychological Mechanisms ◽  
Role Socialization ◽  
Subjective Task Value ◽  
Proposed Model ◽  
The Social ◽  
Occupational Career

Occupational sex segregation continues to exist and the occupational career paths of women and men continue to differ. This article proposes a model to explain these persistent, gender-role linked trends, summarizes evidence to support the proposed mediating psychological mechanisms, and discusses the social experiences that shape gender differences on these mediators. In addition, the article reviews the economic and psychological costs often associated with the traditional female choices and proposes interventions aimed at achieving a more gender—fair social system that does not devalue traditionally female domains. The proposed model links occupational choices to expectations for success and subjective task value, which, in turn, are linked to gender-role socialization, self schemas, and anticipated role and task demands. The importance of subjective task value is stressed, as is the need to study women's achievement-related choices from the women's perspective.

Factors Affecting Motivation to Transfer Training

1998 ◽  
Vol 2 (1) ◽  
pp. 16 ◽  
Author(s):  
Dian L. Seyler ◽  
Elwood F. Holton III ◽  
Reid A. Bates ◽  
Michael F. Burnett ◽  
Manuel A. Carvalho
Keyword(s):  
Factors Affecting ◽  
Transfer Training ◽  
Motivation To Transfer

scholarly journals EFFECTS OF WORK ENVIRONMENT ON STAFF TRAINING TRANSFER IN GHANAIAN TECHNOLOGY UNIVERSITIES AND POLYTECHNICS

2021 ◽  
pp. 18-23
Author(s):  
ROBERT APPIAH ◽  
SIMON-PETER KAFUI AHETO
Keyword(s):  
Work Environment ◽  
Staff Training ◽  
Academic Staff ◽  
Item Analysis ◽  
Training Transfer ◽  
Structured Interview ◽  
Middle Level ◽  
Transfer Training ◽  
Motivation To Transfer ◽  
Training Programmes

This study sought to determine the effect of post-training work environment on the transfer of middle-level staff competencies from 2 technical universities and 2 polytechnics in the northern sector of Ghana. The mixed study was sequential explanatory research. Respondents were drawn from the Netherlands Programme for Post-Secondary Education and Training Capacity (NPT/GHA) 45 leadership and management capacity building project for the middle-level technical universities and polytechnics staff. A 5-point Likert scale questionnaire and a semi-structured interview guide were used to gather data from respondents made up of 24 (58.5%) academic staff and 17 (41.5%) administrative staff totaling 41 respondents for the study. The closed-ended items were analysed using statistical product and service solutions version 19 and results reported using means and standard deviations. Open-ended items were thematically analysed to support results from the closed-ended item analysis. The results revealed that respondents found the relevance of staff training, learned new things and noticed an improvement in their competencies for their career prospects. However, the perception of the respondents pointed to the fact that there was little or no support from colleagues in transferring the competencies acquired from training. The study also revealed that respondents had low motivation to transfer training competencies. Since technical universities and polytechnics produce critical human resources for the industry, the post-training work environment was critical for staff training transfer with many implications for the management, leadership, growth and development of the institutions. The study recommended that training programmes should be aligned with the institutional vision, mission and goals. Again, resources committed to staff training should also budget for enhancements of the work environment to accommodate training transfer using modern technologies.

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