Ignored no more: Within‐Person variability enables better understanding of training transfer

The empirical findings from training transfer research rest on a rather static view of the transfer phenomenon, ignoring potential within‐person change in transfer over time. This study investigates within‐person variability in mastery goal orientation together with variability over time in the application of newly acquired knowledge and skills to the job context. Data from longitudinal surveys of trainees voluntarily attending statistical workshops revealed that trainees varied significantly in 2 characteristics of transfer trajectory: (a) initial attempts to transfer and (b) subsequent rate of change in transfer. Two affective learning outcomes showed differential relationships with transfer trajectories: Whereas posttraining self‐efficacy predicted initial attempt of transfer, motivation to transfer assessed at the end of training predicted subsequent rate of change in transfer. Furthermore, level and variability of trainees’ mastery orientation interacted to influence posttraining self‐efficacy and motivation to transfer, and subsequently transfer trajectories. Specifically, a trainee's mastery orientation level had stronger prediction of these outcomes when his/her mastery orientation distribution was less variable across situations. These findings highlight the importance of attending to within‐person variability in the study of training transfer by (a) considering training transfer as trajectories over time and (b) understanding trainee traits as frequency distributions.     

Being in one's chosen job determines pre‐training attitudes and training outcomes

The present study introduces a new important variable into a model of training motivation, namely that of being in one's chosen job. Evidence exists that having some control and choice over aspects of training have positive effects on training motivation. We propose that being in one's chosen job will also have such an effect, as it provides trainees with greater autonomy regarding their career progression (e.g., Gagné & Deci, 2005 ) and aligns their training activity closely with their personal goals (e.g., Locke & Latham, 2002 ). Pre‐ and post‐training surveys were completed by 232 instructors who were themselves on a military training course. Results confirmed the positive effects of being in one's chosen job on the pre‐training attitudes of self‐efficacy and training motivation with further direct effects on motivation to transfer, and indirect effects on knowledge acquisition and post‐training self‐efficacy. Findings have both theoretical and practical ramifications. Being in one's chosen job should be incorporated into models of training motivation and, whenever possible, employees being re‐deployed should be granted their job preference because this is associated with important positive effects on pre‐training attitudes and motivation to transfer new skills to the work environment.     

Self-regulation and recall: growth curve modeling of intervention outcomes for older adults

Memory training has often been supported as a potential means to improve performance for older adults. Less often studied are the characteristics of trainees that benefit most from training. Using a self-regulatory perspective, the current project examined a latent growth curve model to predict training-related gains for middle-aged and older adult trainees from individual differences (e.g., education), information processing skills (strategy use) and self-regulatory factors such as self-efficacy, control, and active engagement in training. For name recall, a model including strategy usage and strategy change as predictors of memory gain, along with self-efficacy and self-efficacy change, showed comparable fit to a more parsimonious model including only self-efficacy variables as predictors. The best fit to the text recall data was a model focusing on self-efficacy change as the main predictor of memory change, and that model showed significantly better fit than a model also including strategy usage variables as predictors. In these models, overall performance was significantly predicted by age and memory self-efficacy, and subsequent training-related gains in performance were best predicted directly by change in self-efficacy (text recall), or indirectly through the impact of active engagement and self-efficacy on gains (name recall). These results underscore the benefits of targeting self-regulatory factors in intervention programs designed to improve memory skills.     

Wanting to Be Boss and Wanting to Be Subordinate: Effects on Performance Motivation

Does dyad members' motivation to take on a high or low power position influence the dyad's performance motivation when assigned to hierarchical roles? Participants in 69 dyads (33 all‐women, 36 all‐men) indicated whether they preferred the high‐power role (owner of an art gallery) or the low power role (assistant to the owner). Power roles were then randomly assigned. The dyad's interaction during task solving was videotaped. Uninvolved coders rated performance motivation as the degree of quality of the superior's and the subordinate's task contributions and effort put into the task. Performance motivation was better if the boss preferred the high power to the low power role, irrespective of the subordinate's role preference. Leadership effectiveness is thus affected by the superior's power motivation.     

The effect of implementation intentions on transfer of training

Two experiments investigated the effect of forming implementation intentions on transfer of training in two training programs. In the first experiment (N = 37), trainees who formed implementation intentions implemented active listening skills sooner, and to a greater degree, than those in the control group. In the second experiment (n = 28), conducted in the field, trainees who formed implementation intentions received a higher performance score for implementing the trained behavior compared with those in the control condition. Results from both experiments provide empirical evidence suggesting that forming implementation intentions at the end of a training program increases the likelihood of using the newly acquired skills.     

Evaluation of a microskills programme with field-based counsellors: Effects on core attitudes and counselling skills

Two issues relevant to the role of microtraining in counsellor training are examined. Firstly, due to the increasing use of the microcounselling framework for training counsellors, either directly or indirectly, in the Rogerian attitudes, the effects of such a programme on counsellor attitudes was investigated. Secondly, although microskills training has been generally found to improve and increase trainee's helping skills usage and effectiveness, its effects on field-based counsellors have rarely been evalulated. Thus the second objective of the study was to examine this issue. The subjects were 12 counsellors from a number of counselling agencies. Six of these counsellors participated in a microcounselling programme which taught the skills of nonverbal communication, questioning, reflecting, listening, self-disclosure, reinforcement, opening and closing. The data base for the study consisted of videorecordings of each subject's participation in two extended interactions—one involving an individual discussing a real concern, and the other involving an individual discussing a simulated concern. Various measures of counsellor attitudes, effectiveness, skills, and actual behaviours were obtained. Comparison of the experimental and control groups indicated that the microcounselling programme had little effect on any of the aspects of counsellor performance examined. It is concluded that, although aspects of the design may have influenced the results, an integrated microcounselling approach may be more effective in developing attitudes. In addition, it appears that the characteristics of a professional population, such as counsellors, may differ from those of novices, such that problems in effecting change in skilled performance will occur with the former group.     

The Relative Effects of Verbal and Nonverbal Behavior,Appearance, and Social Skills on Evaluations Made in Hiring Interviews1

One hundred and two student volunteers were randomly assigned to either a lecture format interview training session or a no training condition. All subjects also completed a standardized measure of social skills. Each subject was then videotaped in a mock hiring interview. Groups of judges viewed the videotaped interviews and evaluated each subject's interview performance. Subjects were also rated on physical attractiveness and dress. Finally, a significant positive and negative verbal statements and a numbre of nonverbal cues occuring during the interviews were tallied. There were no significant effects for training on interview performance. The judges' evaluations were most strongly influenced by subjects' verbal behavior and appearance. Implications for interview training and interview evaluation processes are discussed.     

An evaluation of the effectiveness of Diploma-level training in cognitive behaviour therapy

Background

As part of the UK government’s initiative to Increase Access to Psychological Therapies (see http://www.iapt.nhs.uk/for full details of the IAPT programme) there has been an expansion in the provision of post-graduate Diploma training in cognitive behaviour therapy (CBT). Previous evaluations of such training programmes have yielded mixed results but have been limited by small sample sizes and/or limited assessment measures.

Aims

To evaluate the impact of a long-standing Diploma in CBT training programme on a variety of measures of CBT competence.

Method

Trainees’ levels of CBT skill are compared at the beginning and end of CBT training. The effect of therapist factors such as age, professional background and gender on the development of CBT competence is also examined.

Results

Results show that trainees demonstrate higher levels of CBT skills after completing the training than they did before, with the majority achieving pre-determined criteria for competence. Trainees’ gender was not related to their performance but trainees’ age showed a negative association with CBT skill (older trainees performed worse). Trainees’ professional background also had an impact on their level of CBT competence, with trainees who were clinical psychologists demonstrating the highest levels of competence across a range of measures.

Conclusions

CBT Diploma training leads to increases in the level of trainees’ CBT competence, with the majority achieving the levels demonstrated in research trials by the end of training. Thus, this training is likely to lead to improved outcomes for patients. Further research is needed to determine the most efficient ways of enhancing CBT skills.     

Effects of Trainee Characteristics on Training Effectiveness

Six employee characteristics (conscientiousness, self‐efficacy, motivation to learn, learning goal orientation, performance goal orientation, instrumentality) and one work environment characteristic (transfer of training climate) were captured for 130 trainees in a large industrial company in an attempt to predict training effectiveness (training grade, supervisor evaluation of the application of training). The results strongly support the predicted links, although not all the predictor variables contributed a statistically significant share of the explained variance of the training outcomes. Motivation to learn and learning goal orientation were found to contribute most to predicting training outcomes. The implications of the results are discussed and the limitations of the study are noted, along with suggested avenues for future research.     

CO-WORKER IMPLEMENTED JOB TRAINING: THE USE OF COINCIDENTAL TRAINING AND QUALITY-CONTROL CHECKING ON THE FOOD PREPARATION SKILLS OF TRAINEES WITH MENTAL RETARDATION

In two studies, co-workers of persons with disabilities were taught to use coincidental training procedures while completing their own jobs. In Study 1, the effects of coincidental training on the salad-making skills of 3 trainees with mild and moderate mental retardation were evaluated. Coincidental training by co-workers resulted in improved accuracy of the salad-making skills of the trainees. In Study 2, trainees were also coincidentally taught to make quality-control checks of their salads. An alternating treatments and multiple baseline design indicated that the trainees more readily acquired the skills when taught to check the correctness of their work.     

USE OF SOCIAL-SKILLS TRAINING IN THE TREATMENT OF EXTREME ANXIETY AND DEFICIENT VERBAL SKILLS IN THE JOB-INTERVIEW SETTING

A 30-year-old recent college graduate, exhibiting extreme anxiety and deficient verbal skills in job interviews, was treated with a social-skills training procedure that included instructions, modelling, behavior rehearsal, and videotape feedback. Three target behaviors—focused responses, overt coping statements, and subject-generated questions—were presented using a multiple-baseline design. Galvanic skin-response activity was monitored during pre- and posttraining in vivo job interviews. In addition, independent judges unobstrusively rated the subject's social-communicative behaviors in his temporary work-setting before and after training. Training resulted in expected changes for all three target behaviors and a decrease in the rate of speech disturbances. Physiological data supported the subject's report that training enabled him to deal with his anxiety more effectively during job interviews. Training was found to generalize to novel interview questions and different interviewers. Furthermore, unobtrusive measures of eye contact, fluency of speech, appropriateness of verbal content, and composure supported the subject's report that training generalized to his daily social interactions on the job.     

TRANSFER TRAINING METHOD: ITS INFLUENCE ON SKILL GENERALIZATION, SKILL REPETITION, AND PERFORMANCE LEVEL

This study contrasted goal setting and self-management training designs for their effectiveness in facilitating transfer of training to a novel task. Behavioral measures of performance were used to assess transfer in terms of skill generalization, skill repetition and overall performance level. Skill generalization was more limited among the goal-setting trainees as compared to the self-management trainees. While goal-setting trainees generalized fewer skills to the novel task context, these skills tended to be used more repeatedly. In contrast, self-management trainees exhibited higher rates of skill generalization and higher overall performance levels on the transfer task, even after the effects of outcome goal level were controlled. Implications are discussed for future research on training transfer.     

The relevance of previous knowledge of psychology to training in basic counselling skills

The relative effectiveness of counsellor skills training for trainees with and without traditional undergraduate backgrounds in psychology was assessed during a simulated counselling interview following a five-week training programme based upon micro-skills and a systematic model. Trainees with backgrounds in psychology were significantly superior to trainees without a similar background.     

Do Better Trainees Make Worse Family Therapists? A Followup Study of Client Families

This study was designed to evaluate the effects of training on family therapy outcome and to validate measures of cognitive/perceptual and executive skills. Followup data on family satisfaction were obtained from 176 individuals (73 families) treated by 12 trainee family therapists in their first or second year of training. The prediction that clients' scores on a scale of family satisfaction with therapy (FSS) would increase with training was not confirmed. Instead, there was a tendency for FSS scores to decrease with training. However, trainees' ratings of outcome did increase significantly as training progressed. Cognitive/perceptual and executive skill measures were not validated by the FSS, but negative associations indicated a tendency for trainees with high course-skills to receive poor FSS scores. The results suggest that trainees became more confident as they acquired technical skills, but that they put aside their nonspecific therapist skills as training progressed, to the dissatisfaction of families.     

GENERALIZATION EFFECTS FROM INTRATHERAPY ARTICULATION TRAINING: A CASE STUDY1

This study analyzed generalization effects found associated with a language-training intervention to modify the articulation (/f/ phoneme) of a 3.5-year-old boy. The McLean and Raymore Stimulus Shift Articulation Program was implemented by the subject's mother. This language training program is designed to produce setting generalization effects based on an intratherapy training model (i.e., systematic training is applied in a single setting to promote transfer effects to nontraining environments). The intervention resulted in a significant improvement in the subject's production of the /f/ phoneme within the clinical setting in response to untrained stimuli (stimulus generalization). Additionally, the subject's correct phoneme production was observed to generalize to his home and school settings (setting generalization) under “opportunity loaded” (picture prompts) and “spontaneous” (no prompts) conditions. The results provide case-study evidence that stimulus generalization, both within and across settings, may occur with exclusively intratherapy articulation training.     

Research Artifacts and the Social Psychology of Psychological Experiments

In psychological research with human subjects, experimenters need to anticipate potential artifacts that may be attributable to the social context of such research. Called research artifacts in this review, they are essentially uncontrolled, systematic errors (or biases) that threaten the degree of validity of statements made about whether changes in one variable result in changes in another variable. This discussion focuses on a proposed Markov‐like model emphasizing three mediating variables that operate in a theoretical chain of events. One variable refers to the likelihood of the subject's receptivity to task‐orienting cues (called demand characteristics), or incidental hints about the experimenter's expectations. A second variable refers to the likelihood of the subject's motivation (or willingness) to comply with those cues or hints. A third variable refers to the likelihood of the subject's capability of responding in accordance with the cues or hints. These three variables are discussed along with strategies that researchers can use to break the chain of events.     

SITUATIONS SOCIALES À POTENTIEL CONFLICTUEL ET CARACTÉRISTIQUES SOCIO-COGNITIVES D'ENFANTS AGRESSIFS ET REJETÉS*

Twenty aggressive and rejected children (boys and girls), twenty socially competent and popular children, and twenty children having average social skills - all of which were first and second graders attending regular school - participated in this study. All were presented on videotape with nine typical peer-conflict situations. Each child was asked about the way that he/she felt, and the way that he/she would resolve each problem situation. In addition, each child had to specify what he/she thought to be the offender's intentions in each problem situation. Several points differentiated first grade from second grade subjects. However, aggressive, socially skilled and average subjects distinguished themselves on only a few items. Differences relating to subject's sex were also scarce. Data support the view that aggressive children know as well as other children how to appropriately resolve interpersonal conflict situations. However, they do not use this knowledge because of impulsivity control problems, an inability to correctly identify others' intentions or a lack of motivation.     

Supervising Consultants in Training: An Application of a Model of Supervision

In this article the author delineates a model of supervision for consultation training. The model is based on Stoltenberg and Delworth's (1987) Integrated Developmental Model of supervision of counselors and has been adapted for supervision of consultation trainees. The model describes trainee characteristics and supervision needs across three levels of development, culminating in an integrated (3i) level with developed skills across eight domains of consultation activity. Development is tracked by monitoring changes in three crucial structures: self- and other-awareness, motivation, and autonomy. Suggestions for supervision approaches for all three levels are presented, and relevant research is discussed.     

The association between gender role stereotypes,resistance training motivation,and participation

ObjectivesTest the relationships between implicit gender stereotypes and perceptions of resistance training pleasantness, resistance training motivation, and participation among men and women. Test whether gender role moderates the effect of stereotypes on resistance training participation in men and women.DesignImplicit associations between resistance training and masculinity and pleasantness were measured using an Affect Misattribution Procedure (AMP). Moderated mediation analyses were conducted to test motivation as a mediator of the relationship between implicit associations and behavior.MethodParticipants (n = 170; 46% male) completed an AMP and measures of motivation for and participation in resistance training.ResultsWomen's implicit associations between exercise and masculinity were not associated with their motivation for or participation in resistance training. The strength of men's implicit masculinity-resistance training association was negatively related to minutes of resistance training per week, mediated by lower autonomous motivation, 95%CI [−419.15 to −11.10]. The association between implicit resistance training pleasantness and behavior was mediated by autonomous motivation in women, 95%CI [2.54 to 313.55], with similar trends in men 95%CI_men [−3.00 to 320.38].ConclusionBased on these findings, implicit associations with masculinity are not associated with women's participation in exercise. However, implicitly endorsing gender-stereotypes for resistance training is associated with lower participation rates in men.     

Training self‐assessment and task‐selection skills to foster self‐regulated learning: Do trained skills transfer across domains?

Students' ability to accurately self‐assess their performance and select a suitable subsequent learning task in response is imperative for effective self‐regulated learning. Video modeling examples have proven effective for training self‐assessment and task‐selection skills, and—importantly—such training fostered self‐regulated learning outcomes. It is unclear, however, whether trained skills would transfer across domains. We investigated whether skills acquired from training with either a specific, algorithmic task‐selection rule or a more general heuristic task‐selection rule in biology would transfer to self‐regulated learning in math. A manipulation check performed after the training confirmed that both algorithmic and heuristic training improved task‐selection skills on the biology problems compared with the control condition. However, we found no evidence that students subsequently applied the acquired skills during self‐regulated learning in math. Future research should investigate how to support transfer of task‐selection skills across domains.