培训迁移影响因素研究述评

对培训迁移的研究从关注培训本身发展到关注培训以外影响其效果的因素,且焦点集中在对于企业来说更可控的因素上,主要是迁移气氛与组织特征。培训迁移气氛包括情境线索与结果两个维度。该文分析了影响培训迁移的几个主要因素,并根据已有的研究,提出了培训迁移研究未来的方向,例如,组织和个人的职业生涯管理与培训迁移的关系,以及培训类型的扩展对培训迁移带来的影响     

基于计算机的反馈复杂性和先前知识对学习的影响

采用两因素实验设计探索计算机环境下精细反馈的复杂性和先前知识对学习的影响。106名具有高或低先前知识的大学生被随机分配到线索和详细解释两种复杂程度不同的反馈条件下进行学习,在学习过程中和学习结束之后分别测量学习者对反馈内容的外在认知负荷评价、迁移成绩、反馈知觉和动机。结果发现:(1)反馈复杂性只影响低先前知识者的学习迁移,他们在详细解释条件下的迁移成绩显著高于线索条件。高先前知识者的迁移成绩高于低先前知识者。(2)反馈复杂性和先前知识都显著影响学习者对反馈内容的外在认知负荷评价,详细解释条件引发了更低的外在认知负荷,高先前知识者感知到更低的外在认知负荷。(3)先前知识影响学习者的反馈知觉,高先前知识者的反馈知觉更好;但反馈复杂性只影响低先前知识者的反馈知觉,他们在详细解释条件下产生了更好的反馈知觉。(4)反馈复杂性和先前知识促进学习者的动机。     

师生互动中组块化反馈促进长时学习迁移：行为和近红外超扫描研究

精细内容反馈促进深层次的学习,如迁移。但在师生互动中反馈的呈现方式如何影响长时学习迁移及其人际神经基础尚不清楚。本研究采用面对面的师生问答反馈任务,通过两个双人实验(行为学、近红外超扫描),探究反馈的组块化呈现对学习迁移的长时促进作用、认知过程及其人际神经基础。结果发现,组块化反馈促进低知识基础学生的长时迁移。组块化错误修正在反馈呈现方式和长时迁移之间起中介作用。提供与接收组块化反馈过程中,师、生在额、顶叶出现更大的脑间同步,且额叶的脑间同步预测长时迁移与组块化错误修正。上述结果从人际视角为课堂中真实发生的教学反馈的认知神经基础提供新的理解,也为提高教学反馈效果和效率提供一些实践启示。     

基于即时反馈的反应抑制训练对青少年和成人执行功能的训练效应和迁移效应

本研究以基于即时反馈的Stop Signal范式为训练任务, 考察3周训练是否对青少年和成人的执行功能产生训练效应和迁移效应。发现青少年、成人实验组和积极控制组都出现了训练效应。两个实验组均产生了对反应抑制Go/No-go任务的迁移效应; 但只有青少年实验组出现了对干扰抑制Stroop任务的迁移效应。成人实验组和积极控制组都出现了对2-back任务的迁移效应; 但只有青少年实验组出现了在2-和3-back任务上的迁移效应。所有组别都未能出现对推理能力的迁移。研究证明从青春期到成年期, 基于即时反馈的反应抑制训练能够对执行功能产生训练和迁移效应, 但迁移仅限于抑制和工作记忆等基础成分, 无法改善推理能力。     

正念训练对受训者幸福感的影响研究毐

为探索正念训练对大学生主观幸福感和心理幸福感的影响,文章采用完全随机前后测设计,使用五因素正念度量表(FFMQ)和综合幸福问卷(MHQ),在训练前、后分别对训练组和对照组被试进行测试。结果表明,8周训练后,训练组的FFMQ、MHQ、主观幸福感和心理幸福感差值虽然均高于对照组,但只有正念水平发生了显著的改变,两类幸福感皆未发生显著的变化;训练组幸福感的一个因子正性情感的差值显著高于对照组。研究显示,正念训练显著地提高了受训者的正性情感。     

认知训练对健康老年人认知能力的影响

近年来,认知训练被广泛应用于防治和延缓老年人的认知功能衰退。通过总结近7年(2008~2014年)关于老年人认知功能训练的研究,比较训练的有效性、训练效果的迁移和保持,结果表明,大部分实验都发现了积极的即时训练效果,训练效果得到保持的研究以认知控制和综合认知能力训练为主;大部分的迁移都集中在与流体智力联系较密切的认知功能如工作记忆和注意力等上;部分研究探索了认知功能提升的大脑神经可塑性基础。未来研究应进一步将行为训练与神经测量手段相结合考察训练效果的迁移与保持,更加注重个体差异的影响,并深入考察认知训练对日常生活能力的迁移。     

中学生学业成就动机归因训练效果的追踪研究

研究用定性和定量相结合的研究方法,对13年前为初中生进行的成就动机训练效果进行了追踪研究。结果显示,与对照组相比,这些受训者在任务选择、行为强度和坚持性方面均表现出较高水平;成功期望较强烈;对成功或成就倾向于作能力、努力归因。这一结果表明,归因训练能够对人产生深远的影响,动机的改善具有长期效果。     

自杀“守门人”培训研究述评

在西方国家,自杀“守门人”培训被认为是最有效的自杀预防策略之一.自杀“守门人”培训的具体内容包括传授基础知识、识别自杀征兆、初步评估自杀风险和转介自杀高危个体等4个方面;研究发现自杀“守门人”培训对受训者的知识、态度和干预技能有显著的积极影响,但其对自杀率的影响仍需今后的研究详细探讨;目前的研究存在以下不足:1)随机对照研究少;2)难以评估培训对自杀率的真实影响;3)评价指标单一,缺乏统一的评估工具.未来的研究应弥补现有研究的不足,并重视自杀“守门人”培训的跨文化研究.     

西方学者对组织伦理气氛结构的研究

组织伦理气氛(organizational ethic climate)是组织成员对于什么是符合伦理的行为,如何解决伦理困境或问题的共同体验和认知.通过文献研究,该文系统讨论和分析了组织伦理气氛的理论结构类型和实证结构研究等方面的内容,并对西方组织伦理气氛结构研究现状进行了反思,提出一些启示.     

反馈间隔影响反馈加工：整合行为和电生理研究的视角

反馈在现实生活中扮演着重要角色, 通过反馈信息进行学习是人类获取知识和技能的有效手段。反馈间隔是指个体行为发生到反馈刺激呈现之间的时间间隔。在反馈加工过程中, 反馈间隔是一个重要影响因素, 但反馈间隔影响反馈加工的研究结果不一。对反馈间隔影响反馈加工的行为和电生理研究分别做了介绍, 对结果出现差异的原因进行了分析。未来的研究应考虑结合行为研究与电生理研究, 并统一反馈间隔的操作定义。     

Perceptions of Training-Related Factors and Personal Variables as Predictors of Transfer Implementation Intentions

A number of factors influence the outcomes of computer skills training and the likelihood of successful transfer. The first empirical test of a conceptual model of training transfer sought to explain how trainees' perceptions of various in-training transfer-enhancing activities such as overlearning, fidelity, stimulus variability, principles-meaningfulness, self-management activities, relapse prevention, and goal setting would predict the self-efficacy and implementation intentions (rather than actual transfer outcomes) of computer skills trainees. As expected, posttraining self-efficacy and transfer enhancing activities both predicted transfer implementation intentions. Pretraining self-efficacy also significantly predicted posttraining self-efficacy, trainees' level of learning during training and transfer enhancing activities, providing support for the conceptual model of training transfer.     

Testing a Theory of Implementation Leadership and Climate Across Autism Evidence-Based Interventions of Varying Complexity

Prominent theories within the field of implementation science contend that organizational leaders can improve providers’ fidelity to evidence-based practices (EBPs) by using focused implementation leadership behaviors that create an organizational climate for EBP implementation. However, this work has been criticized for overreliance on nonspecific, self-report fidelity measures and poor articulation of the boundary conditions that may attenuate leadership and climate’s influence. This study tests the predictions of EBP implementation leadership and climate theory on observed fidelity to three school-based EBPs for autism that vary in complexity: pivotal response training (PRT), discrete trial training (DTT), and visual schedules (VS). Educators in kindergarten to third-grade autism support classrooms in 65 schools assessed their principals’ EBP implementation leadership and school EBP implementation climate prior to the school year. Mid-school year, trained observers rated educator fidelity to all three interventions. Expert raters confirmed PRT was significantly more complex than DTT or VS using the Intervention Complexity Assessment Tool for Systematic Reviews. Linear regression analyses at the school level indicated principals’ increased frequency of EBP implementation leadership predicted a higher school EBP implementation climate, which in turn predicted higher educator fidelity to PRT—however, there was no evidence of a relationship between implementation climate and fidelity to DTT or VS. Comparing principals whose EBP implementation leadership was ±1 SD from the mean, there was a significant indirect association of EBP implementation leadership with PRT fidelity through EBP implementation climate (d = 0.49, 95% CI [0.04, 0.93]). Strategies that target EBP implementation leadership and climate may support fidelity to complex behavioral interventions.     

La satisfaction des attentes de soutien de l’apprenant : vers un examen nuancé de l’effet du soutien du supérieur immédiat sur le transfert des apprentissages

Supervisor support enhances transfer of training, but the process by which it operates is still unknown. One specific question remains about the distinction between expected and perceived support. This study aimed to assess the influence of expected and perceived support on transfer, as well as to examine the effect of a perception gap between these two types of support. Results obtained from 76 trainees indicate that: (1) both expected and perceived support foster transfer, (2) expected support explains a significant part of the variance of transfer in the presence of perceived support, (3) the gap between the two types of support help explain the effect of supervisor support on training transfer.     

FACTORS AFFECTING THE OPPORTUNITY TO PERFORM TRAINED TASKS ON THE JOB

One factor that can affect the transfer of technical skills to the job is the extent to which the trainee is given the opportunity to perform trained tasks on the job. The opportunity to perform trained tasks was conceptualized as consisting of three dimensions: breadth, activity level, and type of tasks performed. Graduates from an Air Force technical training program and their supervisors ( N = 180) responded to questionnaires measuring these three dimensions and various organizational, work context, and individual factors 4 months after the airmen had completed the training program. The results indicated that airmen obtained differential opportunities to perform trained tasks and that these differences were related to supervisory attitudes and workgroup support as well as the trainee's self-efficacy and cognitive ability. Implications for training research and practice are discussed.     

Training and transfer effects of long-term memory retrieval training

ABSTRACT

Long-term memory retrieval ability and working memory can share attention control ability. Based on cognitive plasticity, a hypothesis that cognitive training could improve long-term memory retrieval efficiency and that this could transfer to retrieval involving working memory was proposed. 60 undergraduates were randomly assigned to a group of training and an active control group; all the participants completed the same tasks in the same order before and after the training, the tasks included a long-term memory retrieval access task, a intelligence test, a switching task, a working memory updating task, a response inhibition task and an interference control task. The statistics results indicate that cognitive training can improve long-term memory retrieval efficiency and has a transfer effect on working memory updating, interference control and switching ability, but not on response inhibition or intelligence. This reveal the plasticity of long-term memory retrieval and its influence on working memory.     

Having “The Talk”: Individual,Family, and Partner Factors on Unprotected Sex among Female Adolescent Offenders

This study assessed the influence of individual age and substance use, family support and communication, and partner support and communication on the frequency of unprotected sex among incarcerated adolescent females. Subjects (n = 273) completed a survey on psychosocial correlates and risk behaviors for sexually transmitted infections (STI). Communication with male partners and sex while under the influence have a significant impact on condom use. Findings highlight the necessity of providing assertive communication skills training and increasing self-efficacy as STI/HIV prevention components for adolescent females thus empowering their decision-making processes.     

A Lighthouse In The Desert? Evaluating The Effects Of Creativity Training On Employee Innovation

The contribution of three different creativity training programmes to employees' workplace idea generation and implementation was evaluated. The research was conducted within a government organization, where 191 employees (a mixture of participants and non‐participants in creativity training) were surveyed. Analyses showed that creativity training participants in one type of course only were more likely to generate ideas back at work and that this relationship was mediated by their creative ability and motivation to innovate. However, in terms of later implementation of those ideas, the environmental factors of management support and divisional climate were much more strongly related than the creativity training.     

Employee Lateness Behavior: The Role of Lateness Climate and Individual Lateness Attitude

The authors investigated the joint influence of contextual factors and individual attitudes on employee lateness in a field setting. Hierarchical regression analyses based on objective lateness data revealed that perceived lateness climate moderated the relationship between individual lateness attitudes and lateness behaviors. Specifically, as hypothesized, individual attitudes toward lateness were stronger predictors of actual lateness frequency in lenient climates. This moderating effect was observed when controlling for key attitudes such as job satisfaction, job involvement, and affective commitment. Thus, climate displayed a unique effect on employee lateness, constraining the influence of individual attitudes in strict climates and allowing more influence in lenient climates. Implications and recommendations for future research are discussed.     

Effects of reinforcement and guidance procedures on instruction-following behavior of severely retarded children

Positive reinforcement, physical guidance, and fading procedures were used to teach two severely retarded children motor responses to a variety of verbal instructions. Subjects' responses to one set of instructions provided the focus for the training procedures. Their responses to a second set of instructions were used to assess the generalized effects of training. The frequency of responses to both sets of instructions was evaluated during Baseline 1, Training 1, Baseline 2, and Training 2 periods. During the training periods, this evaluation was made after the daily training sessions when no training procedures were in effect. Results indicated that the subjects showed pronounced increases in instruction-following behaviors (both trained and untrained) during training periods with decreases in such behavior occurring during the Baseline 2 period. The general findings demonstrate the applicability of the training procedures for producing and maintaining instruction-following behaviors in severely retarded children and for facilitating appropriate responding to instructions not directly involved in training.