Psychometrically sound evaluation measures are vital for examining the contribution of professional training to organizational success in a reliable manner. As training evaluations tend to be both time‐consuming and labor‐intensive, there is an increasing demand for economic evaluation inventories. Simultaneously, evaluation measures have to meet psychometric standards. The present paper develops a time‐efficient training evaluation questionnaire that (1) has psychometrically sound properties; (2) measures more than the participants’ reactions; and (3) is widely applicable across different training contents, thus allowing for comparisons of training programs within and between organizations. The Questionnaire for Professional Training Evaluation is primarily developed for use in practice but is also applicable to field research and covers short‐term as well as long‐term training outcomes. Analyses based on a total of n = 1134 employees show the stability of the factor structure and hint at the questionnaire's differential and discriminant validity. Theoretical and practical implications are discussed.

The present study aims at exploring the critical role of motivation to transfer within the training transfer process. In a sample of N = 252 employees of one industrial company, one peer rating and several self-ratings of transfer were used to investigate the mediating role of motivation to transfer in the relationship between training characteristics and training transfer. We furthermore used an online survey with N = 391 employees from different branches to corroborate the first analysis in a more diverse sample and to explore differential effects of motivation to transfer. The participants' motivation to transfer was successfully identified as a mediational link between training characteristics and transfer. Moreover, quantile regression revealed that the positive effects of motivation to transfer on training transfer differ across quantiles. Understanding the role of motivation to transfer within the transfer process in greater detail helps to identify crucial parameters for successful transfer. Because motivation to transfer was found to be a linking mechanism between training characteristics and transfer, training professionals should enhance it by means of different instructional methods. Quantile regression results point out that motivation to transfer should especially be emphasized and monitored depending on characteristics of the training participants. The present study answers the call for research on process. This is one of the first studies that successfully applied quantile regression to training transfer research, suggesting new directions for future research.Critical role of motivation to transfer 85

To explain why procedural justice leads to organisational citizenship behavior (OCB), both commitment and trust have been studied-but never concurrently. Moreover, as employees aim their behaviors toward distinct targets in the workplace, citizenship behaviors as well as commitment and trust should be considered as multifoci constructs. To address this, 204 industrial workers were surveyed over a period of three years. Data were analysed with Mplus using structural equation modeling. Our time-lagged findings show that procedural justice was linked to OCB, and that this link was mediated successively by trust and commitment. Moreover, we found target-specific effects: Procedural justice effects on organisational citizenship behavior were mediated by organisational trust and organisational commitment, whereas procedural justice effects on co-worker citizenship behavior were mediated by co-worker trust and coworker commitment. These results underscore the importance of including multifoci trust for understanding the procedural justice-OCB link. We discuss theoretical implications for studying target-specific citizenship behaviors and their antecedents, and deduce practical implications for fostering multifoci citizenship behaviors.

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The distinction between task and relationship conflict is well established. Based on Jehn’s (1995) intragroup conflict scale, we developed an economic six-item questionnaire for assessing relationship and task conflict in work groups. Confirmatory factor analysis was performed on data from a convenience sample (N = 247), and confirmed the original two-factor solution. The stability of the obtained two-factor solution was supported by confirmatory factor analysis in a longitudinal design with a second sample (N = 431) from the industrial sector. In line with previous research, the two types of conflict were intercorrelated. Moreover, the two subscales showed differential longitudinal effects on team outcomes. Task conflict was beneficial for performance in nonroutine tasks (but not in routine tasks). Relationship conflict had a negative impact on team viability and coworker trust.