The mediating role of training utility in the relationship between training needs assessment and organizational effectiveness

Eerde, van W Wendelien; Tang, Kcs Ker Choon Simon; Talbot, George J

doi:10.1080/09585190701763917

Cited by 55 publications

(36 citation statements)

References 27 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Quantitative research within the post-positivist paradigm uses a deductive approach and rejects the concept that absolute truth can be discovered when research involves human participants (Parylo, 2012 (Hua, 2013;Tsang-Kai, 2010;Van Eerde, Tang, & Talbot, 2008).…”

Section: Rationale For the Methodologymentioning

confidence: 99%

The Influence of Human Resource Development on Systemic Practices, Utility, and Organizational Results among Contracting Professionals

Singleton

2014

SSRN Journal

View full text Add to dashboard Cite

This study examined the influence of human resources development on systemic practices, utility, and organizational results among contracting professionals within the public and private sectors. The study used a quantitative, correlational research design to answer the research questions, which asked whether or not statistically significant correlations were observed between human resources development and systemic practices, utility, and organizational results in the public and private sectors. A purposive sample was drawn from the membership of the National Contract ManagementAssociation to obtain the data necessary to answer the research questions. Once data was collected, it was reviewed for missing values and outliers. Then, the data was coded and imported into SPSS version 22.0 for Macintosh for data analysis. The data was first analyzed descriptively to identify similarities and differences between public and private sector contracting professionals. Additionally, the data was arranged by construct and analyzed for correlations between HRD and systemic practices, utility, and organizational results. The study was grounded in two theories -Kirkpatrick's hierarchy and contingency theory. The data were evaluated against each of these theories.

show abstract

Section: Rationale For the Methodologymentioning

confidence: 99%

The Influence of Human Resource Development on Systemic Practices, Utility, and Organizational Results among Contracting Professionals

Singleton

2014

SSRN Journal

View full text Add to dashboard Cite

show abstract

“…In this sense, training is critical in order to leverage the human capital of firms to make an efficient contribution to the firms' efficacy and performance (Arthur, 1994;Bauernschuster et al, 2009;Chen and Huang, 2009;Delaney and Huselid, 1996;Richard and Johnson, 2001;Shipton et al, 2005;Tharenou et al, 2007;Van Eerde et al, 2008). Thus, it is not surprising that more innovative firms pay more attention to the training of their employees (Baldwin and Johnson, 1998;Freel, 2005).…”

Section: Theoretical Framework and Research Hypothesismentioning

confidence: 99%

Innovation training and product innovation performance: the moderating role of external cooperation

Pozo

Salazar

Ruiz

2017

IJTM

View full text Add to dashboard Cite

Training has traditionally been considered as an effective mechanism to leverage human capital and as a consequence improve firms' innovation performance. However, studies specifically analysing the effect of training on innovation performance are scarce and the results inconclusive. This paper examines the influence of specific innovation training on product innovation performance and analyses how external cooperation can moderate this relationship. The empirical analysis used here is based on a representative panel of 176 Spanish firms in high-tech industries. The findings suggest that the positive impact of innovation training on product innovation performance occurs when firms are cooperating with external agents. Thus, our results suggest that through external cooperation firms can overcome the problems that a focus-oriented training can have regarding product innovation performance.

show abstract

“…The idea behind TNA is that without a match between training needs and the content of training, beneficial outcomes of organisational performance cannot be realised (Van Eerde, Tang & Talbot 2008). Anderson (2000) explains that the needs assessment is the starting point of the training process.…”

Section: Training Needs Analysismentioning

confidence: 99%

Professionalising Peripheral Police Officers in Kenya: Implications for Curriculum Development

Asembo

Lumadi

2013

MJSS

View full text Add to dashboard Cite

show abstract

The mediating role of training utility in the relationship between training needs assessment and organizational effectiveness

Cited by 55 publications

References 27 publications

The Influence of Human Resource Development on Systemic Practices, Utility, and Organizational Results among Contracting Professionals

The Influence of Human Resource Development on Systemic Practices, Utility, and Organizational Results among Contracting Professionals

Innovation training and product innovation performance: the moderating role of external cooperation

Professionalising Peripheral Police Officers in Kenya: Implications for Curriculum Development

Contact Info

Product

Resources

About