scholarly journals Firms' export decisions: self-selection versus trial-and-error

2020 ◽  
Author(s):  
Mohammad Movahedi ◽  
Kiumars Shahbazi
Keyword(s):  
Trial And Error ◽  
Export Decisions ◽  
Self Selection ◽  
Versus Trial

Learning, Transfer, and Retention of Errorless Fading versus Trial-and-Error Teaching

1978 ◽  
Vol 43 (2) ◽  
pp. 553-554 ◽  
Author(s):  
William D. Ellis ◽  
Barbara L. Ludlow ◽  
Richard T. Walls
Keyword(s):  
Discrimination Task ◽  
Learning Transfer ◽  
Trial And Error ◽  
Line Drawings ◽  
Initial Learning ◽  
Fourth Grade Students ◽  
Transfer And Retention ◽  
History Of ◽  
Error Learning ◽  
Versus Trial

Although several investigators have used prompting and fading techniques to teach tasks with few or no errors, there has been disagreement about subsequent transfer and retention as compared with trial-and-error learning. Fourth grade students in an errorless fading condition learned a symbol discrimination task by a prompting and fading program in which relevant characteristics of the line drawings were emphasized. Another group learned the same discrimination by trial-and-error with right-and-wrong feedback. Findings indicated that percentage of errors was less for errorless fading than trial-and-error in initial learning but did not differ during transfer or retention. However, in terms of time, a history of prompting-fading learning did not transfer to trial-and-error learning as well as one of trial-and-error learning.

Fit and Congruency

2019 ◽  
Vol 18 (3) ◽  
pp. 148-156
Author(s):  
Mary Hogue ◽  
Lee Fox-Cardamone ◽  
Deborah Erdos Knapp
Keyword(s):  
Role Theory ◽  
Social Role ◽  
Gender Diversity ◽  
Job Fit ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Working Adults ◽  
Role Congruity ◽  
Self Selection ◽  
Selection Of

Abstract. Applicant job pursuit intentions impact the composition of an organization’s applicant pool, thereby influencing selection outcomes. An example is the self-selection of women and men into gender-congruent jobs. Such self-selection contributes to a lack of gender diversity across a variety of occupations. We use person-job fit and the role congruity perspective of social role theory to explore job pursuit intentions. We present research from two cross-sectional survey studies (520 students, 174 working adults) indicating that at different points in their careers women and men choose to pursue gender-congruent jobs. For students, the choice was mediated by value placed on the job’s associated gender-congruent outcomes, but for working adults it was not. We offer suggestions for practitioners and researchers.

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