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Holton's Evaluation Model: New Evidence and Construct Elaborations…
Holton's Evaluation Model: New Evidence and Construct Elaborations
Influence on Training
Individual Learner Characteristic
5 dimensions of the
5 Factor Model of personality
neuroticism
extraversion
openness to experience
agreeableness
conscientiousness
5 variables as measures of the individual characteristics category
conscientiousness
neuroticism
openness to experience
goal orientation
locus of comtrol
learner characteristic had both an indirect effect through motivation to learn as well as a direct effect on learning (Colquitt et al., 2000)
Job Attitudes
job involvement
a significant predictor of motivation
organizational commitment
Motivation to Improve Work Through Learning (MTIWL)
higher order construct combining motivation to learn and motivation to transfer
work commitment
included job involvement and organization commitment
second strongest predictor of motivation (fisrt one is positive affectivity)
Influence on Individual Performance
Learning transfer research
Program of research:
The Learning Transfer System
Def: as all factors in the person, training and organization that influence transfer of learning to job performance
Learning Transfer System Inventory (LTSI)
Factors
Training-specific scales Learner readiness
motivation to transfer
positive personal outcomes
negative personal outcomes
personal capacity for transfer
peer support
supervisor support
supervisor sanctions
perceived content validity
transfer design
opportunity to use
general scales
transfer effort-performance expectations
performance-outcomes expectations
resistance/openness to change
performance self-efficacy
performance coaching
Influence on Organizational Performance
Findings
Montesino (2002)
a low to moderate correlation was found between managers' and trainees'.
trainees who reported very high usage of training perceived a significantly higher alignment of training with the strategic direction of the firm.
Bates and Khasawneh (2004)
Learning organization culture had both direct and indirect effects on organizational innovation, with transfer climate constucts partially mediating the effects of the learning organization culture.
Perception of Training (also known as reaction)
A legitimates outcomes(level 1 outcomes) (Kirkpatrick, 1998).
Utility Reaction
models of training effectiveness might benefit from incorporating a multidimensional treatment of participant reactions (Morgan and Casper, 2000).
created a utility reaction scale that also incorporated behavioral intentions and tested the effect of the affective and utility reaction measures on learning and performance (Tan, Hall, and Boyce, 2003)
Ruona, Leimbach, Holton and Bates (2002) added support to a role for utility reactions in predicting motivation to transfer learning.
Motivation to Improve Work Through Learning (MTIWL)
traditional way
Motivation to Learn (MTL)
Motivation to Transfer (MTT)
person who enter MTIWL likely to have greater motivation to engage in work-relevant learning experiences