A model of training effectiveness : individual and environmental factors influencing training outcomes



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A model of training effectiveness describing the influence of individual and environmental factors on personal change as a result of training was proposed and portions of the model were tested in the context of a corporate training program on effective listening skills. Subjects Cn-15SD were professionals employed by a large petrochemical company. Data were judgements and perceptions provided by multiple sources before, immediately after, and four months following training. These sources included participants in training, supervisors, coworkers, trainers, and co-participants. Results indicated strong rater effects among the multiple rating sources. Confirmatory factor analysis revealed that ratings provided by multiple sources did not converge on a priori factors. This effect was most salient for participants' perceptions. While measurement problems limit interpretation of the substantive issues, results indicate that involvement in training, reactions to training, intentions to use new skills, attitudes toward the relevancy of training affect learning and behavior change on the job. Some evidence of the influence of social support and job relatedness of training on behavior change was found. Implications for training evaluation and direction of future research are delineated.



Employees--Training of, Listening