Employee demographics and job training satisfaction: the relationship between dimensions of diversity and satisfaction with job training

Schmidt, Steven W.

doi:10.1080/13678860902982082

Cited by 35 publications

(25 citation statements)

References 23 publications

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“…Third, the subjects of evaluation target on the trainees where formal or planned training activities are offered by the organization rather than the informal learning effort endeavors by the employees themselves. When measuring job training satisfaction, not only the employees' feelings about the job training are measured but also the training activities offered by the organization are examined [32,101].…”

Section: Job Training Satisfaction 41 the Definition Of Job Trainingmentioning

confidence: 99%

Job Training Satisfaction, Job Satisfaction, and Job Performance

Huang¹

2020

Career Development and Job Satisfaction

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Training is an important ongoing investment in human assets to assist employees in learning skills and acquiring knowledge to achieve organizational goals. To maximize training effectiveness, three major activities of needs assessment, program design and delivery, and training evaluation need to be well-prepared to make trainees be satisfied with the training. Job training satisfaction proposed by Schmidt in 2007 was defined as how people feel about the aspects of the job training they receive in the workplace. Research has shown that well-designed and prepared training activities in a training program will result in job training satisfaction (JTS), which then influences employee's work-related attitudes such as job satisfaction (JS). This will further affect their intentions of turnover and job performance. Thus, in this chapter, the fundamental concepts of training, job satisfaction, and job training satisfaction will be introduced. The key factors and models to develop successful training programs will be presented. The relationships between training, job training satisfaction, job satisfaction, and job performance will be elaborated. The purpose of this chapter elucidates the importance of JTS, which human resource practitioners should always bear in mind when designing and delivering a training program.

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Section: Job Training Satisfaction 41 the Definition Of Job Trainingmentioning

confidence: 99%

Job Training Satisfaction, Job Satisfaction, and Job Performance

Huang¹

2020

Career Development and Job Satisfaction

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“…Four items measured reward: job will be honored when teach or share skills; the more knowledge shared, the more reputation would be enhanced; when sharing knowledge, more chance to show skills to the other colleagues; when sharing knowledge, will get recognition within the team. The measurements of the training construct comprised four items adapted from Schmidt (2009). Four items assessed training: training is provided to meet the changing needs of the project context; training is planned and purposeful rather than accidental; project team encourages both personal and professional development; training is encouraged and rewarded.…”

Section: G a L L E Y P R O O Fmentioning

confidence: 99%

Building a Knowledge-Intensive Medical Device Industry: The Effect of Knowledge Creation in R&D Project Performance

Yee

Tan

Nasurdin

et al. 2020

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This study aimed to examine the influence of the organizational factors (reward, training, and collaboration) and knowledge creation process on R&D project performance. A quantitative approach was employed with the data obtained from the sample of R&D projects from the medical device firms listed on the Association of Malaysian Medical Industries (AAMI). Smart-PLS 3.0 software was used to check the data validity and reliability, and to test the structural path modeling. A total of 115 R&D project managers participated in this study with a response rate of 27.2%. The results revealed that six sub-hypotheses out of seven sub-hypotheses were supported. Based on the findings, this study implies that organizational factors, such as reward and collaboration, with the knowledge creation process as the mediator, are critical to enhance the R&D project performance among medical devices firms. This study provides theoretical and practical implications as well as suggestions for future R&D performance studies in different industries.

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“…Örgütlerin sunmuş olduğu MEÖ faaliyetleri, spesifik bir teknik, genel yönetim becerileri ya da kişisel gelişim üzerine olabilmektedir. Bu eğitimler ise kalabalık sınıflarda bir eğitmen ya da öğretmenin kontrolünde, bire bir, bilgisayar ya da internet ağlarını kullanarak, yaparak öğrenme ya da gözlemleme gibi farklı biçimlerde yürütülebilmektedir (Schmidt, 2004;Longenecker ve Fink, 2005;Brum, 2007;Ismail, 2016).…”

Section: Teorik Açıklamalar Ve Türkiye üZerine Bulgularunclassified

The Effect of Vocational Training/Education Activities on Employee Leaving Tendency in Organisations: A Survey-Based Research on Practices in Turkey

Demiral¹

2017

Gaziantep University Journal of Social Sciences

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Özİş örgütlerinin sunduğu mesleki eğitim/öğretim (MEÖ) hizmetlerinin, çalışanların örgütlerini terk etme eğilimine etkisi üzerine iki farklı görüş bulunmaktadır. Ampirik olarak daha çok desteklenen olumlu yaklaşım, örgütlerin sağladığı MEÖ faaliyetlerinin, çalışanların örgütsel bağlılığını artırdığını ortaya koymaktadır. Daha çok teorik açıklamalarda yer verilen olumsuz yaklaşım ise, çalışanlara sunulan MEÖ hizmetlerinin onların işletmeyi terk etme eğilimlerini artırarak örgütlere, yüksek işgücü devrine bağlı yeni maliyetler yüklediğini savunmaktadır. Küresel yazında, her iki yaklaşımı da destekleyen çalışmalar bulunmakla birlikte, Türkiye üzerine yapılan çalışmalarda, MEÖ hizmetlerinin muhtemel olumsuz etkilerinin dikkate alınmadığı görülmektedir. Bu eksikliğe dikkat çekmeyi amaçlayan bu çalışma, örgütlerin sunduğu MEÖ faaliyetlerinin, çalışanların başka işletmelere yönelme eğilimini etkileyip etkilemediğini, Türkiye'nin imalat sanayii sektörlerinde faaliyet gösteren ve bir şekilde çalışanlarına MEÖ hizmeti sunmuş işletmeler örneğinde incelemektedir. Seçilen 25 işletmedeki 198 çalışandan elde edilen anket verileri ile yapılan farklı analiz sonuçları, MEÖ programlarının çalışanların işletmeyi terk etme eğilimini artırmadığını, aksine mesleki eğitim/öğretime örgütsel destek ve çalışanların mesleki eğitim/öğretimden tatmin düzeylerinin, çalışanların örgütlerini terk etme eğilimini azalttığını ortaya koymaktadır. Üstelik, çalışanların MEÖ isteği ile işletmelerini terk etme eğilimleri arasında anlamlı bir pozitif ilişki bulunmuştur. Tüm sonuçlar, MEÖ faaliyetlerinden hem işveren hem de çalışanların kazançlı çıkacakları hipotezini desteklemekte ve işletmelerdeki insan kaynakları birimlerinin MEÖ faaliyetlerini artırmalarının gerekliliğini ortaya koymaktadır. Anahtar Kelimeler: Mesleki eğitim/öğretim, terk etme eğilimi, örgütsel bağlılık, tutmak için eğit/öğret. AbstractThere are two different approaches concerning the effects of vocational training/education (VTE) services delivered by business organisations on employees' leaving tendencies. The positive approach, which is empirically well-supported as well, indicates that the VTE activities lead to increases in organisational commitments of employees. The negative approach, which is mostly restricted to theoretical explanations, predicts that the VTE services offered to employees charge high turnover-related new costs to organisations by increasing the leaving tendencies of employees. Even there are studies supporting both approaches in the global literature, the studies on Turkey seem to be ignoring the unfavourable impacts of VTE services. For the purpose of highlighting this negligence, utilising a sample of businesses those have been operating in Turkey's manufacturing sectors and somewhat have provided a VTE opportunity to their employees, this study examines whether or not the VTE activities of organisations influence employees' tendencies to leave current organisations for others. Results from several analyses based on a data set collected from 198 employees ...

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Employee demographics and job training satisfaction: the relationship between dimensions of diversity and satisfaction with job training

Cited by 35 publications

References 23 publications

Job Training Satisfaction, Job Satisfaction, and Job Performance

Job Training Satisfaction, Job Satisfaction, and Job Performance

Building a Knowledge-Intensive Medical Device Industry: The Effect of Knowledge Creation in R&D Project Performance

The Effect of Vocational Training/Education Activities on Employee Leaving Tendency in Organisations: A Survey-Based Research on Practices in Turkey

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