Effects of Practice Conditions and Supplemental Training Method on Cognitive Learning and Interpersonal Skill Generalization

Organizational expenditures for interpersonal-skills training have been rising. However, little is known about the translation of cognitive learning into skilled interpersonal-task performance, or about the mechanisms through which interpersonal skills in one domain generalize to other interpersonal tasks. This study used a 2 × 2 experimental design to examine the effectiveness of neutral versus stressful practice conditions and mastery-versus performance-oriented supplemental training for improving cognitive learning and interpersonal-skill transfer to a novel task. Participants who experienced stressful salary-negotiation practice conditions, followed by mastery-oriented supplemental training, showed greater skill transfer when performing a novel task (i.e., contract negotiations). Results showed that superior cognitive learning (i.e., recall, comprehension, and synthesis) and greater time on task were the mechanisms that supported interpersonal-skill transfer for trainees in the stressful practice/ mastery-oriented training condition when compared with the other experimental groups.     

When is ignorance bliss? The effects of inaccurate self-assessments of knowledge on learning and attrition

Two studies were conducted to examine the implications of inaccurate self-appraisals in online training. Self-assessment of knowledge moderated the effects of trainees’ performance on subsequent performance and attrition. Performance was highest after uniformly positive ratings (i.e., high self-assessment and high performance), followed by underestimation, overestimation, and uniformly negative ratings, respectively. Attrition was lowest after uniformly positive ratings, followed by underestimation, uniformly negative ratings, and overestimation, respectively. Effort had a more positive effect on performance following low than high self-assessments and this interaction fully mediated the self-assessment/performance interaction on subsequent performance. Commitment had a more negative effect on subsequent attrition following low than high self-assessments and this interaction fully mediated the self-assessment/performance interaction on subsequent attrition. Finally, trainee conscientiousness affected their behavior when their performance and self-assessments were inconsistent—overestimating and underestimating performance increased attrition more for trainees low in conscientiousness and impaired performance more for trainees high in conscientiousness.     

Evaluation of family therapy trainees: acquisition of cognitive and therapeutic behavior skills

In this study, which describes the evaluation of a structural family therapy training program, we developed an evaluation procedure that can be used with other similar training programs. Trainees were evaluated before and after training as to their improvement in cognitive, case-planning and in-therapy intervention skills. Results suggest a progression of skill learning, beginning with cognitive understanding, followed by case planning, and then intervention skills. Though trainees made significant progress in cognitive and planning skills, this was not the case with intervention skills. Trainees' self-evaluations were similar to their results on other measures.     

Feedback specificity,information processing,and transfer of training

This study examines the effects of feedback specificity on transfer of training and the mechanisms through which feedback can enhance or inhibit transfer. We used concurrent verbal protocol methodology to elicit and operationalize the explicit information processing activities used by 48 trainees performing the Furniture Factory computer simulation. We hypothesized and found support for a moderated mediation model. Increasing feedback specificity influenced the exposure trainees had to different task conditions and negatively affected their levels of explicit information processing. In turn, explicit information processes and levels of exposure to different task conditions interacted to impact transfer of training. Those who received less specific feedback relied more heavily on explicit information processing and had more exposure to the challenging aspects of the task than those who received more specific feedback, which differentially affected what they learned about the task. We discuss how feedback specificity and exposure to different task conditions may prime different learning processes.     

Immediate and sustained effects of planning in a problem-solving task

In 4 experiments, instructions to plan a task (water jugs) that normally produces little planning altered how participants solved the problems and resulted in enhanced learning and memory. Experiment 1 identified planning strategies that allowed participants to plan full solutions to water jugs problems. Experiment 2 showed that experience with planning led to better solutions even after planning was no longer required, whereas control participants showed little improvement. Experiments 3 and 4 showed that although the most recent planned solution could be recalled following a long filled retention interval, retroactive interference (RI) between successive problems resulted in much lower recall of earlier solutions. RI during plan generation could also explain participants' choice of depth-first planning strategies.     

USING COMPUTERS TO DELIVER TRAINING: WHICH EMPLOYEES LEARN AND WHY?

Compared to traditional instructor-led training, computer-delivered training typically offers learners more control over their instruction. In learner-controlled environments, learner choices regarding practice level, time on task, and attention are expected to be critical determinants of training effectiveness. To examine the effect of learner choices in computer-based training, a study was conducted with 78 employees taking an Intranet-delivered training course. Learner choices were assessed and predicted with goal orientation (mastery and performance) and learning self-efficacy, as well as age, education, and computer experience. Results indicate considerable variability among trainees in practice level and time on task, which both predict knowledge gain. Performance orientation interacted with learning self-efficacy to determine practice level, and mastery orientation had an unexpected negative effect. Implications for the use of computers to deliver training and for future research are discussed.     

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.     

ADAPTIVE GUIDANCE: ENHANCING SELF-REGULATION, KNOWLEDGE, AND PERFORMANCE IN TECHNOLOGY-BASED TRAINING

Considerable research has examined the effects of giving trainees control over their learning (Steinberg, 1977, 1989; Williams, 1993). The most consistent finding of this research has been that trainees do not make good instructional use of the control they are given. Yet, today's technologically based training systems often provide individuals with significant control over their learning (Brown, 2001). This creates a dilemma that must be addressed if technology is going to be used to create more effective training systems. The current study extended past research that has examined the effects of providing trainees with some form of advisement or guidance in addition to learner control and examined the impact of an instructional strategy, adaptive guidance, on learning and performance in a complex training environment. Overall, it was found that adaptive guidance had a substantial effect on the nature of trainees' study and practice, self-regulation, knowledge acquired, and performance.     

Effects of Training Goals and Goal Orientation Traits on Multidimensional Training Outcomes and Performance Adaptability

This research examined the effects of mastery vs. performance training goals and learning and performance goal orientation traits on multidimensional outcomes of training. Training outcomes included declarative knowledge, knowledge structure coherence, training performance, and self-efficacy. We also examined the unique impact of the training outcomes on performance adaptability by predicting generalization to a more difficult and complex version of the task. The experiment involved 60 trainees learning a complex computer simulation over 2 days. The research model posited independent effects for training goals relative to goal orientation traits and independent contributions of training outcomes to the performance adaptability of trainees. The findings were consistent with the proposed model. In particular, self-efficacy and knowledge structure coherence made unique contributions to the prediction of performance adaptability after controlling for prior training performance and declarative knowledge. Implications and extensions are discussed. Copyright 2001 Academic Press.     

Mastery goal orientation and cognitive ability effects on performance in learner‐guided training

To conserve resources, organizations are increasingly turning to learner‐guided training methods in which workers are given control over when, how, and what they cover in the learning process. However, the impact of individual differences such as goal orientation and cognitive ability has not been adequately addressed in learner‐guided training. This study seeks to advance our knowledge of how these differences affect performance through previously unexplored pathways. Specifically, we examined the indirect effects of mastery goal orientation and cognitive ability on post‐training performance in a learner‐directed training context. Findings indicate that off‐task thoughts mediate the positive effect of mastery goal orientation on post‐training performance, while declarative knowledge mediates the positive effect of cognitive ability on post‐training performance.     

Performance evaluations, need for cognition, and the acquisition of a complex skill: an attribute–treatment interaction

We proposed that intermittent evaluations of performance could be used to promote the acquisition of a complex skill. We also hypothesized that trainees low in need for cognition (NFC) would benefit more from intermittent evaluations compared to trainees high in NFC. Accordingly, 106 young adult males participated in 5 h of training in order to learn a complex computer task that simulated the demands of a dynamic aviation environment. Trainees’ performance was assessed either intermittently during training or at the end of training. Results indicated that intermittent performance evaluations enhanced the skill-based learning of trainees low in NFC, whereas intermittent skill evaluations tended to undermine the skill-based learning of trainees high in NFC. The findings are discussed in relation to Deci’s (1975) theory of intrinsic motivation and the need for more research examining attribute–treatment interactions with respect to training and skill acquisition.     

A MULTILEVEL ANALYSIS OF THE EFFECT OF PROMPTING SELF-REGULATION IN TECHNOLOGY-DELIVERED INSTRUCTION

Two studies were conducted to examine the effect of prompting self-regulation, an intervention designed to improve learning from technology-delivered instruction. In Study 1, trainees who were prompted to self-regulate gradually improved their declarative and procedural knowledge over time, relative to the other conditions, whereas test scores declined over time for trainees who were not prompted to self-regulate. In Study 2, basic performance remained stable over time and strategic performance improved over time for trainees who were prompted to self-regulate, relative to the other conditions, whereas performance declined over time for trainees who were not prompted to self-regulate. Trainees' cognitive ability moderated the effect of the prompts on basic performance and task-specific self-efficacy moderated the effect of the prompts on strategic performance. Prompting self-regulation resulted in stronger performance gains over time for trainees with higher ability or higher self-efficacy. These results demonstrate prompting self-regulation improved performance over time, relative to the other conditions, in both online, work-related training and laboratory settings. The results are consistent with theory suggesting self-regulation is a dynamic process that has a gradual effect on performance and highlight the importance of using a within-subjects design in self-regulation research.     

LEARNING WITHIN A LEARNER CONTROL TRAINING ENVIRONMENT: THE INTERACTIVE EFFECTS OF GOAL ORIENTATION AND METACOGNITIVE INSTRUCTION ON LEARNING OUTCOMES

This study proposes that effective engagement in metacognitive activities is critical to success in high learner-control training environments. A model was developed that focuses on the interactive effects of goal orientation and a metacognitive training intervention on metacognitive activity and learning outcomes. Seventy-nine participants completed a Web-based training course on how to create Web pages. Consistent with expectations, learners reporting greater levels of metacognitive activity during training gained more declarative knowledge, performed better on a skill-based measure, and had higher levels of self-efficacy. Metacognitive activity was also found to partially mediate the relationship between goal orientation and learning outcomes. Finally, the expected goal orientation by intervention interaction was found. The metacognitive intervention was beneficial in enhancing metacognitive activity for trainees with low performance-avoidance orientations, but resulted in lower metacognitive activity among highly avoidant learners. Implications of these findings for research on self-regulation and training practice are discussed.     

Perfectionism and performance in a new basketball training task: Does striving for perfection enhance or undermine performance?

ObjectivesIn the psychology of sport and exercise, the question of how perfectionism affects performance is highly debated. While some researchers have identified perfectionism as a hallmark quality of elite athletes, others see perfectionism as a maladaptive characteristic that undermines, rather than helps, athletic performance. Against this background, the purpose of the present study was to investigate how different aspects of perfectionism predict performance and performance increments.MethodA study was conducted with 122 undergraduate athletes to investigate how perfectionism during training affects performance and performance increments in a series of trials with a new basketball training task. Two aspects of perfectionism were examined: striving for perfection and negative reactions to imperfection.DesignThe design was a correlational prospective design.ResultsResults showed that striving for perfection during training predicted higher performance in the new task. In contrast, negative reactions to imperfection predicted lower performance when athletes attempted the task for the first time, once the positive influence of striving for perfection on task performance was partialled out. However, negative reactions to imperfection did not undermine performance in the consecutive trials. On the contrary, athletes with both high levels of striving for perfection and high levels of negative reactions to imperfection showed the greatest performance increments over the series of trials.ConclusionThe findings suggest that perfectionism is not necessarily a maladaptive characteristic that generally undermines sport performance. Instead, when learning a new training task, perfectionism may enhance performance and lead to performance increments over repeated trials.     

Automatization through Practice: The Opportunistic-Stopping Phenomenon Called into Question

As a theory of skill acquisition, the instance theory of automatization posits that, after a period of training, algorithm-based performance is replaced by retrieval-based performance. This theory has been tested using alphabet-arithmetic verification tasks (e.g., is A + 4  = E?), in which the equations are necessarily solved by counting at the beginning of practice but can be solved by memory retrieval after practice. A way to infer individuals’ strategies in this task was supposedly provided by the opportunistic-stopping phenomenon, according to which, if individuals use counting, they can take the opportunity to stop counting when a false equation associated with a letter preceding the true answer has to be verified (e.g., A + 4  = D). In this case, such within-count equations would be rejected faster than false equations associated with letters following the true answers (e.g., A + 4  = F, i.e., outside-of-count equations). Conversely, the absence of opportunistic stopping would be the sign of retrieval. However, through a training experiment involving 19 adults, we show that opportunistic stopping is not a phenomenon that can be observed in the context of an alphabet-arithmetic verification task. Moreover, we provide an explanation of how and why it was wrongly inferred in the past. These results and conclusions have important implications for learning theories because they demonstrate that a shift from counting to retrieval over training cannot be deduced from verification time differences between outside and within-count equations in an alphabet-arithmetic task.     

Initial planning benefits complex prospective memory at a cost

The effect of initial planning on complex prospective memory was investigated using a virtual environment and a sample of healthy young adults (N?=?34). Participants were assigned to either an initial planning or a control condition and were asked to complete a series of time- and event-based prospective memory tasks. The planning group completed the tasks more quickly and accurately than the control group. However, the total time spent, including both planning and task execution, was comparable for the two groups. Within the planning group, tasks that were planned were more likely to be completed than unplanned tasks, but inclusion of overly detailed information in the plans resulted in poorer performance. These results suggest that although initial planning can be beneficial to task completion, the complexity of a plan may contribute to decrements in performance.     

Age differences in skill acquisition and transfer in an implicit learning paradigm

Age differences in learning a complex cognitive skill are examined. The type of knowledge gained and levels of performance and transfer achieved, under different practice conditions, were compared in younger and older groups of trainees. The development of verbalizable knowledge about the task but not task performance itself varied as a function of age and practice condition. All trainees achieved transfer to novel versions of the task but older subjects appeared restricted to tasks drawn from the same semantic domain. The implications of these findings for developing training programmes for older workers are discussed.     

Optimistic metacognitive judgments predict poor performance in relatively complex visual tasks

In some cases, people overestimate how much they can see. This can produce a metacognitive blind spot that may lead participants to devote fewer cognitive resources than a visual task demands. However, little research has tested whether individuals who are particularly optimistic about their visual capabilities are susceptible to poor visual performance. We tested whether optimistic metacognitive judgments would predict poor performance in a visual task, especially when it placed a large attentional load on the participant, and when it required balancing between multiple sources of information. We tested participants in a simplified battle command simulation in which they were asked to detect visual changes. Participants who predicted spatially expansive visual attention performance performed more poorly in the change detection task when the task required tracking larger numbers of aircraft, and when it included a secondary change-list display.     

Patterns of learning in family therapy training

This study presents the results of an evaluation of two cohorts of trainees who had completed a 2-year training program in family therapy. The 15 trainees were assessed in the areas of perceptual/conceptual, intervention/executive skills and personal development both pre- and post-training. Although the group results showed skill acquisition in all areas assessed, the individual results revealed a complexity in performance glossed over by the group analysis. Trainees' learning commenced from different baselines, advanced at different rates, and there was a marked discrepancy between self-reports of improvements (or otherwise) and the results of the observer-rated measures. We recommend that increasing attention be paid to individual differences in learning styles in training and in evaluation.