Goal-orientation theory and research offer a lens to better understand the mechanisms of experiential learning in developmental assignments for managers. This study presents a research model that depicts how goal orientations influence the development of leadership skills from experience. The model indicates how individual and situational…

The changing context of work and organizations is making new demands of leadership. Differing expectations on the goals of leadership training, and development are also emerging. To date, few comprehensive models to guide evaluation research and practice in the field of leadership training and development have appeared in the literature. This…

Recently, theory and research have supported psychological capital (PsyCap) as an emerging core construct linked to positive outcomes at the individual and organizational level. However, to date, little attention has been given to PsyCap development through training interventions; nor have there been attempts to determine empirically if such…

A model that proposed dispositional influences on training-related aspects of motivation was developed. More specifically, the model predicted influences of the Big Five personality variables on motivation to learn and transfer motivation, while controlling for general attitudes toward training. The model was tested empirically, drawing on a…

The Workforce Investment Act (WIA) measures participant labor market outcomes to drive program performance. This article uses statistical analysis to examine the relationship between participant characteristics and key outcome measures in one large California local WIA program. This study also measures the impact of different training…

Using an instructional systems development approach, ways to prepare the host country workforce for the assignment of an expatriate manager are discussed. The model is based on a number of perspectives: exchange theory, participatory management, corporate social responsibility, communication theory, and strategic human resource planning. (SK)

Expands Kirkpatrick's four-level evaluation model (reaction, learning, behavior, results) to five levels: enabling/reaction, acquisition, application, organizational outputs, and societal outcomes. The expanded model enables consideration of the value and worth of training resources as well as the broader social consequences. (SK)

This human resource development model includes the external environment (economic, political, and cultural forces) and organizational mission, strategy, structure, technology, and human resources. It highlights the fundamental role of performance and its improvement to maintaining the integrity of the individual, the process, and the organization.…

Defines needs assessment and compares different models in terms of levels (mega, macro, micro) and process and input. Recommends assessment of strengths and weakness of a model before using it in human resource development. (SK)

Holton critiques Kirkpatrick's four-level evaluation model and presents a new model that accounts for primary intervening variables. Kirkpatrick argues that the criticism fails to account for his model's practical utility. Holton elaborates on the distinction between a model and a taxonomy. (SK)

The Organizational Elements Model is a framework for assessing payoffs from organizational efforts such as training and human resource development, both to an organization and externally. It depicts what should/could be and what is for outcomes, outputs, products, processes, and inputs. (SK)

Bjorkquist and Lewis's model for training research includes workers' concerns (autonomy, compensation, health, and worker-environment fit) as well as influences on training outcomes (performance deficiencies, learning conditions, and worker commitment). Rosen's reaction considers whether meaningful worker participation in planning can take place…

A model for calculating on-the-job training costs and benefits was developed and applied to Dutch employer/employee data. The model was used to generate scenarios for policy measures to stimulate lifelong learning, depicting costs and benefits for those in the market for training as well as macroeconomic consequences. (SK)

A field experiment of ninety-six employees tested a model of the relationships among dispositional learning orientation, self-efficacy, goal orientation context, and declarative knowledge. Specifically, the model predicted positive influences of task-specific self-efficacy (pre- and mid-training) and declarative knowledge in the relationship…