TRANSFER OF TRAINING: A REVIEW AND DIRECTIONS FOR FUTURE RESEARCH

Transfer of training is of paramount concern for training researchers and practitioners. Despite research efforts, there is a growing concern over the "transfer problem." The purpose of this paper is to provide a critique of the existing transfer research and to suggest directions for future research investigations. The conditions of transfer include both the generalization of learned material to the job and the maintenance of trained skills over a period of time on the job. The existing research examining the effects of training design, trainee, and work-environment factors on conditions of transfer is reviewed and critiqued. Research gaps identified from the review include the need to (1) test various operationalizations of training design and work-environment factors that have been posited as having an impact on transfer and (2) develop a framework for conducting research on the effects of trainee characteristics on transfer. Needed advancements in the conceptualization and operationalization of the criterion of transfer are also discussed.     

DEVELOPMENT OF MULTIPLE JOB PERFORMANCE MEASURES IN A REPRESENTATIVE SAMPLE OF JOBS

The goal of criterion development in Project A was to construct multiple measures of the major components of job performance such that the total performance domain for a representative sample of the population of entry-level enlisted positions in the U.S. Army was covered. These measures were to be used as criteria against which to validate both experimental and existing predictors of job performance. The initial model specified that performance is multidimensional within two major categories of dimensions designated as organization-wide and job specific. The development strategy involved describing the total domain of job content via extensive task analyses and critical incident analyses, generating the critical performance dimensions that constitute it, constructing measures for each dimension, and evaluating each measure using expert judgment and field test data. The specific measures developed consisted of rating scales, tests of job knowledge, hands-on job samples, and archival records. The major steps in the job analyses, content sampling, instrument construction, and instrument evaluation are described, and the final array of criterion measures is presented.     

THE APPLICATION OF EXPLORATORY FACTOR ANALYSIS IN APPLIED PSYCHOLOGY: A CRITICAL REVIEW AND ANALYSIS

Although factor analysis has been a major contributing factor in advancing psychological research, a systematic assessment of how it has been applied is lacking. For this review we examined the Journal of Applied Psychology, Organizational Behavior and Human Performance , and Personnel Psychology over a ten-year period (1975–1984) and located 152 studies that employed factor analysis. We then analyzed the choices made by the researchers concerning factor model, retention criteria, rotation, interpretation of factors and other issues relevant to factor analysis. The results indicate that choices made by researchers have generally been poor and that reporting practices have not allowed for informed review, cumulation of results, or replicability. A comparison of results by time interval (1975–1979; 1980–1984) revealed minimal differences in choices made or the quality of reporting practices. Suggestions for improving the use of factor analysis and the reporting of results are presented.     

The Sandwich Generation: Dealing with Aging Parents

This article discusses a workshop designed to provide middle-aged adults with information and opportunities to process their attitudes, emotions, and the realities of exchanging roles with aging parents.     

Rules: The Invisible Family

Family rules occur in groups of five and more. Because they are implicit and multidimensional, family rules are beyond visualization. These characteristics have unsettling effects on clinicians and researchers. Knowing the rules of a family, however, allows precise intervention, and using rules concepts makes learning family therapy techniques less threatening to students. The concept of homeostasis in the context of rules has been examined and placed in an understandable perspective. Rules provide the connection between family process and individual behavior. They also constitute an integrated theory of families and individual personality development.     

Spousal Perceptions of Midlife Career Change

The impact of midlife career change on the changer's family is the focus of the study. It identifies several family adaptations characterizing the career change process.     

The Student as a Physical Being

A pretty freshman, feeling “in a bind” because of academic demands, broke out with hives on her buttocks as she sat at her desk studying; a few days later she was hospitalized with mononucleosis. … Shortly before Christmas vacation a group of coeds noted that the occurrence of menstrual discomforts had suddenly increased in their living units. … A junior, who was experiencing difficulties with her roommate and also her fiancé, developed a constant craving for food and became anxious when her food binges started getting out of hand. …     

INTRODUCING NEW METHODS FOR CONDUCTING TRAINING EVALUATION AND FOR LINKING TRAINING EVALUATION TO PROGRAM REDESIGN

While training has been conceptualized as a continually evolving process, the existing literature fails to provide adequate strategies for linking training evaluation to training needs reassessment and program redesign. This article presents two studies which describe methodologies developed for a police recruit training program to address these deficiencies in the literature. In Study 1, Lawshe's (1975) Content Validity Ratio (CVR) approach was used to establish the job relatedness of the content of the training program. Results supported the job relatedness of the training program as the average CVR value was 27 ( p < 05; N = 105). In study 2, a new methodology, the Matching Technique, was used to directly compare current training emphasis with training needs. Results demonstrated a close match of emphasis and training needs for the training program. One content area of relative training deficiency was further examined to illustrate the power of the Matching Technique for identifying areas requiring training redesign.     

EXPANDING THE CONTEXT OF UTILITY: THE STRATEGIC IMPACT OF PERSONNEL SELECTION

Others have demonstrated that traditional applications of the Brogden-Cronbach-Gleser (BCG) selection utility formula are deficient in responding to the financial context of managerial decisions (Boudreau, 1983a, 1983b; Cronshaw & Alexander, 1985, 1991). We demonstrate that traditional estimates of selection utility also fail to reflect the strategic context faced by managerial decision makers. We modify the traditional BCG model to yield an estimate of total utility derived from human resources ( U_total ) that can be directly compared to firms' strategic need at a particular point in time ( U^target )-Further, we demonstrate that, while strategic need is rarely constant over time, the capacity of a selection system to meet that need is also likely to change as r_xy and SD_y change over time. Re-examination of what is important to strategic human resource decision makers (selection utility vs. total utility and strategic need) and changing selection system contributions over time yields a more realistic view of how firms benefit from personnel selection.