Validity of the Sex-Role Egalitarianism Scale: Two replication studies

To enhance the construct validity of the Sex-Role Egalitarianism Scale (SRES), two replications of earlier validity studies were undertaken. Samples were from several college campuses and primarily Caucasian. In Study 1, multiple regression analyses confirmed a hypothesized curvilinear relationship between scores on the SRES and scores on the MacDonald Sex Role Survey, a measure of gender role ideology regarding women. In Study 2, the expectation that SRES would share a relatively small amount of total variance with both the Femininity/Expressiveness and Masculinity/Instrumentality trait subscales of the Personal Attributes Questionnaire was supported. Both sets of results are consistent with earlier validity research using different measures.Lynda King would like to express her appreciation to the Central Michigan University Research Professorship Award program for its support of the studies reported here. The authors would also like to thank the anonymous reviewers for their thoughtful guidance and suggestions. A previous version of this paper was presented at the annual meeting of the American Psychological Association, Washington, DC, August 1992.     

Foreign Language Training Transfer: Individual and Contextual Predictors of Skill Maintenance and Generalization

Foreign language proficiency is a critical skill in which many U.S. military personnel receive extensive training. However, very little research has examined the factors associated with the successful transfer of this training. This study therefore investigates the impact of individual and contextual variables on two different types of foreign language skill transfer measures in a military context. Archival data were analyzed from 133 U.S. Army Special Forces (Green Berets) teams, including 919 Soldiers who had completed job-required foreign language training. Results indicate that initial skill acquisition had a positive impact on both the maintenance and generalization of language skills. The posttraining time interval between training and transfer measurement was negatively associated with skill maintenance, suggesting significant skill decay over time. The team context also accounted for significant variability in skill transfer, and the team mean skill level moderated the relationship between individual initial skill and subsequent generalization to job performance.     

Promoting Favorable Attitudes Toward Personnel Surveys: The Role of Follow-Up

Periodic command climate assessments and other such surveys are typical in most military organizations. In today's era of dwindling response rates, empirical guidance is needed for leaders and practitioners attempting to understand the factors that affect personnel's attitudes toward surveys and their intentions to complete recurrent questionnaires. The present study addressed this problem by assessing 236 military and civilian workers' reactions to a recurring command climate survey. As hypothesized, personnel who witnessed data feedback, problem identification, and survey-based action after the administration of the survey were particularly inclined to deem the survey useful. Moreover, personnel considered action more important than feedback when evaluating the survey's utility. By shaping perceptions of survey usefulness, awareness of follow-up actions impacted intentions to complete future questionnaires. Overall, the results of this study document the importance of visible, post-survey actions and highlight the repercussions of failing to adequately communicate survey-based change initiatives to the workforce.     

Re-examination of Motivation in Learning Contexts: Meta-analytically Investigating the Role Type of Motivation Plays in the Prediction of Key Training Outcomes

Purpose

The extant research has not been consistent in the way motivation is conceptualized and measured in learning contexts, with prior research utilizing five different types of motivation derived from three theoretical frameworks—self-determination theory, expectancy theory, and the expectancy-value model. The purpose of the present study was to examine whether type of motivation impacts the motivation–training outcome relationships.

Design/Methodology

We conducted a meta-analysis investigating the impact of motivation type (i.e., intrinsic motivation, motivation to learn, motivation to transfer, expectancy motivation, and task value) on four training outcomes. The review of the literature yielded 136 independent samples and a total of 25,012 trainees. Relative weights analysis was also used.

Findings

Results suggest that all types of motivation had stronger relationships with trainee reactions than with declarative knowledge, initial skill acquisition, or transfer. Yet, there was variability in the strength of the motivation–training outcome relationships across motivation type.

Implications

We recommend that motivation to learn be used to predict trainee reactions, declarative knowledge, and initial skill acquisition; motivation to transfer should be measured when predicting distal post-training outcomes (i.e., transfer of training). Although this recommendation may seem intuitive, clearly prior research/practice has used other motivation types in the prediction of these training outcomes. Accordingly, we advise that measures of motivation to learn and motivation to transfer be used more uniformly.

Originality/Value

This is the first study to meta-analytically test whether the relationship between motivation and training outcomes varies based on the type of motivation utilized.

     

Assessing Training Needs: Do Work Experience and Capability Matter?

Despite the crucial nature of needs assessment in training design and development, very little empirical work examining factors that influence such ratings has been undertaken. We investigated the impact of individuals' levels of work experience, self-efficacy, and skill proficiency on their subsequent ratings of training needs. Our results indicate that self-efficacy and skill proficiency are positively related to importance and frequency ratings for both skills and job tasks. However, when considered collectively, skill proficiency was a more potent influence, suggesting that an individual's actual capability may have a greater impact on ratings of training needs than his or her perceived capability (i.e., self-efficacy). Implications for future research and training needs assessment practice are discussed.