Predicting autonomous and controlled motivation to transfer training

In spite of a broad consensus on the importance of motivation for the transfer of learning from training to the job in work organizations, studies investigating motivation to transfer are limited. This study combines the self‐determination theory, the expectancy theory and the theory of planned behaviour to provide a theoretical framework for investigating attitudes towards training content, relatedness and instructional satisfaction as predictors of two dimensions of transfer motivation: autonomous motivation to transfer and controlled motivation to transfer. A total of 444 subjects, trained in 23 occupational health and safety training courses, completed multi‐item questionnaires immediately following training. Structural equation modelling procedures indicate that controlled motivation to transfer was affected by attitudes towards training content and that autonomous motivation to transfer was affected by attitudes, relatedness and instructional satisfaction. The results are discussed in terms of theoretical and practical implications for training effectiveness associated with the interplay of motivation and transfer in professional training.     

The relationship between perceived training opportunities,work motivation and employee outcomes

The purpose of this study was to explore alternative relationships between training opportunities and employee outcomes. A cross‐sectional survey of 343 trainees from a broad range of Norwegian service organizations showed that the relationship between perceived training opportunities, and both task performance and citizenship behaviors were fully mediated, and that the relationship between perceived training opportunities and turnover intention was partially mediated by employee intrinsic motivation. In addition, intrinsic motivation was found to moderate the relationship between perceived training opportunities and organizational citizenship behaviors. The form of the moderation revealed a positive relationship for those with high intrinsic motivation. In sum, the variables included as predictors in our study explained 13 per cent of the variance in task performance, 19 per cent of the variance in organizational citizenship behavior and 24 per cent of the variance in turnover intention. Implications for practice and directions for future research are discussed.     

Toward understanding business student professional development engagement

Professional development engagement (PDE) is defined as the level of perceived undergraduate engagement in professional development activities. An 11-item measure of PDE exhibited a good reliability. Using a complete data sample of 467 graduating business undergraduates, four variable sets (student background or precollege variables, college-related variables, organization-related variables, and motivation-related variables) each explained significant incremental variance in PDE. Significant individual correlates of PDE included joining a student professional organization and motivation to attend business school. One outcome suggests that business schools need to leverage technology more aggressively to deliver professional development content both asynchronously and synchronously to more of their undergraduates.     

Assessing the antecedents of transfer intentions in a training context

This study examined the underlying structure of transfer climate and those aspects of transfer climate that were related to pre‐training self‐efficacy, pre‐training motivation, and post‐training transfer implementation intentions. Positive and negative affectivity (PA and NA) were also measured in order to better understand the relationship of these variables to trainees’ perceptions of the transfer climate and the other training‐related variables. Transfer climate was best represented by two underlying constructs, although these were correlated. After controlling for PA and NA, none of the transfer climate variables were significantly related to pre‐training self‐efficacy, while only positive reinforcement was significantly related to pre‐training motivation. Pre‐training self‐efficacy was also a significant predictor of pre‐training motivation, even after controlling for PA and NA. Negative affectivity was the only significant predictor of post‐training transfer implementation intentions. Further research needs to clarify whether PA and NA are contributors to the trainees’ perceptions of the transfer climate or are a product of these perceptions.     

Predicting Consumer Behavior and Media Preferences: The Comparative Validity of Personality Traits and Demographic Variables

It is common practice for organizations selling a product to divide potential consumers into segments to allow them to target those most likely to buy their products. Two broad approaches to market segmentation can be delineated. The most common approach relies on segmenting by demographic variables (e.g., age, gender). The second approach (known as “psychographics”) identifies market divisions in terms of psychological variables such as values, attitudes, and personality traits. There has been little research comparing the efficacy of the two approaches. Based on analyses of over 45,000 participants, the present research empirically compares the effectiveness of the two approaches among segmentation variables ranging from cell phones and lottery tickets to newspapers and television shows. Overall, both approaches explained surprisingly small amounts of variance in consumer behavior. Nonetheless, for the variance that was predictive, the relative contribution of demographics and psychographics varied dramatically across consumer behaviors; for some behaviors (e.g., electronic purchases), demographics had superior predictive potential but for others (e.g., television shows) psychographics were more useful. Therefore, an approach that integrates both methods is recommended.     

The effects of motivations, trust, and privacy concern in social networking

This study proposes and tests a model that uses privacy concern, trust, and motivations to explain the process leading to information disclosure and the intensity of social network services (SNS) use. Use of SNSs has been shown in our investigation to be negatively correlated to a user??s privacy concern but positively correlated to a user??s trust and motivations. Furthermore, by using a hierarchical regression model, we show that trust accounts for a significant additional amount of variance in SNS use after controlling the variance explained by privacy concern. In addition, motivation accounts for a significant additional amount of variance in SNS use after controlling the variance explained by both privacy concern and trust.     

农村人力资源流动动因的理论分析和实证研究

对农村人力资源流动的动因进行了理论分析。根据实际调查数据,采用主成分分析法进行了因素提取,用方差(Varimax)最大法进行了因子旋转,从14个变量提取了4个因素,分别命名为经济型、发展型、教育型和盲目型流动动因。利用T检验、单因素方差分析法等方法讨论了影响江苏省农村人力资源流动动因的因素。     

Attitudes and Work Motivation of Subgroups of Seasonal Hotel Workers

Labour turnover is a strong feature of of hotels in the UK, especially in the seasonal seaside sector. However, the link between job mobility and job satisfaction is complex and cannot be adequately explained by ‘traditional’ theories of motivation. In an attempt to account for the impact of individual worker differences on job attitudes, Hackman and Oldham's [1974, 1980] job diagnostic survey was distributed to 163 hotel workers. The results suggest that hotel workers can be divided into subgroups, characterised by both residential status and work preference. Furthermore, these additional dimensions explain work attitudes and motivation more effectively than Hackman and Oldham's original ‘growth need strength’ dimension.     

Employees' perceptions of the opportunities to utilize their competences: exploring the role of perceived competence mobilization

Perceived competence mobilization is the degree to which employees perceive that they have adequate opportunities to utilize their competences in their current jobs. The findings of the research reported here suggest that employees' perceived competence mobilization is associated with a number of favourable employee attitudes, including intrinsic motivation, organizational commitment and intention to stay with the organization. Findings based on cross‐sectional data from 881 public workers indicate that perceived competence mobilization better predicts relevant employee attitudes than any of the other variables included. The indicated effect of perceived competence mobilization on intrinsic motivation overpowers the effect of self‐efficacy (perceived competence), one of the core variables of self‐determination theory. Perceived competence mobilization also appears to mediate many relationships involving self‐efficacy or perceived training opportunities. Hence, continued research into this construct is of potential value to researchers and organizations.     

Why we watch others' responses to online advertising – investigating users' motivations for viewing user-generated content in the context of online advertising

The study investigates Internet users' motivations for viewing user-generated content (UGC) in the context of online advertising. In addition, it is examined whether individual motivation patterns can be traced back to users' personalities and their attitudes toward advertising in general. An online survey of 181 social media users was conducted, surveying users' motivation, personality (big five), and attitude toward advertising in general. Path analysis was employed to examine the research model. The use of UGC was motivated by needs for information, entertainment, personal identity, and social interaction. While personality did not predict users' motives, their attitudes towards advertising in general explained individual motivation patterns to a large extent. It was consequently proposed and confirmed that users' motives mediate the influence of recipients' general attitude toward advertising on UGC usage. Results indicated a strong effective potential for UGC in online advertising: users view such content expressly to be influenced by others fulfilling their needs for information, personal identity and social interaction. Firms may lose some of their ability to precisely control brand messages when advertising in social media.     

The role of attributions in consumer perceptions of retail advertisements promoting price discounts

This study examines whether information in an advertisement promoting a price discount is capable of affecting attributions made about the price reduction and whether these attributions, in turn, affect consumer perceptions and evaluations of the sale. Findings show that price image of the retail advertiser had a strong effect on attributions pertaining to the merchant and a marginal effect on product attributions. The attribution variables, in turn, explained significant amounts of variance in criterion variables measuring consumer perceptions of value, attitude toward the ad, and shopping intentions, beyond the variance explained by the store and discount claim variables manipulated in the study. These results suggest the importance of the role of attributions made by consumers when exposed to ads promoting discounts.     

Testing the impact of job‐related variables on a utility judgment training criterion beyond background and affective reaction variables*

We tested the incremental impact of a job‐related set of variables for explaining a utility judgment training effectiveness variable, that is, course completion skill preparedness, beyond background and course‐related variables. Our respondents were two different emergency medical service samples, 415 basics and 742 paramedics, from the 2008 US Longitudinal Emergency Medical Technician Attributes and Demographic Study. Extending earlier research into the training of US emergency medical services staff, we developed scales for measuring two course‐related affective reaction variables, quality of course materials and quality of lead instructor. We found for both samples that the quality of course materials and quality of lead instructor variables each significantly explained course completion skill preparedness variance beyond controlled‐for background variables. We also found that the set of job‐related variables explained further, additional variance and that job satisfaction was positively related to course completion skill preparedness for both samples. The limitations of the study and future research ideas are discussed.     

Examining self‐perceived employability among immigrant women participating in vocational training in Taiwan

This study aimed to test the proposed model of self‐perceived employability (SPE) of immigrant women participating in vocational training in Taiwan by utilizing the developmental‐contextual model of career development as a framework. We examined the relationships among a distal contextual variable social welfare resources (SWRs), proximal contextual variables (vocational training experiences comprising the curriculum and instruction of vocational training, interpersonal relationships of vocational training and certificate examination guidance of vocational training), an individual‐level variable employment attitudes (EAs) and SPE using the model. Data were collected via a questionnaire survey of 699 immigrant women attending vocational training in Taiwan and analyzed using structural equation modeling. The findings empirically supported the proposed model, which explained 63.5 per cent of the variance in SPE. This study found that SWRs influenced all vocational training experiences, which in turn, directly and indirectly influenced SPE vis‐à‐vis their effects on EAs. In turn, EAs influenced SPE.     

Modeling consumer engagement on social networking sites: Roles of attitudinal and motivational factors

This paper reports on a study that seeks to assess an extended typology of consumer social networking engagement behaviors. Drawing on uses and gratifications theory, this study assesses consumer engagement with social media, where consumer engagement incorporates consumer responses to marketing communications. The paper argues that certain motivations for social media use serve as antecedents to general attitudes toward social networking sites, which subsequently affects attitudes toward marketers' social networking sites. These attitudes then influence subsequent consumer engagement behaviors. The results show that social facilitation motivation, participating and socializing motivation, and information motivation positively influence consumers' general attitudes toward social networking sites, which had a strong effect on their attitude toward marketers' social networking sites. The relationship between attitudes toward social networking sites and engagement with social networking sites was mediated by attitudes toward marketers’ social networking sites also mediated. The current study brings together the online advertising perspective and the consumer motivation/gratifications perspective of using social media in branding and marketing into a conceptual model that holds up to empirical testing. The paper ends with a discussion of some limitations of the study and proposes avenues for future research.     

Health Belief Model and Healthy Consumption: Toward an Integrated Model

Consumers have evolved from scavengers of necessity to scavengers of excess. Citizens of industrialized countries have little survival motivation to forage for food, yet a dominance of food cues in the environment exacerbates eating control. As a result, behavioral strategies are needed to mediate these negative effects. However, healthful consumption likelihood has been an extremely elusive measure to predict. Most studies are able to show only an incremental amount of variance explained in consumers’ behavioral intentions. Moreover, generalizability is often limited to college student data. In response, the present research uses structural equation modeling methods to investigate the complexity of this domain. The results from a representative panel of U.S. adult consumers show that motivation, social support, and food features all have significant effects on healthful consumption likelihood. Finally, several of these effects are mediated by the importance of healthy eating and convenience barriers. The final structural model explains 58% of the variance in healthy eating—a significant contribution to extant research.     

Entangled Affiliations and Attitudes: An Analysis of the Influences on Environmental Policy Stakeholders' Behavioral Intentions

We examined attitudes as one potential influence on the behavioral intentions of three stakeholder groups commonly in conflict. Business managers (n = 97), government environmental regulators (n = 69), and active members of pro-environmental groups (n = 49) were surveyed to assess the differences among these groups in their attitudes toward property rights, environmental regulation, and technology. We compared the influence of these attitudes and stakeholder group affiliation on intentions to engage in pro-environmental behavior. The attitudes measures explained a significant amount of the variance in behavioral intention, even after group membership was controlled. Theoretical implications of these findings for stakeholder theory are discussed along with some practical applications of these findings for stakeholder negotiations and management practices.     

Further Evidence on the Role of Gender in Financial Performance

Using a sample of 160 sole proprietors and controlling for other determinants of performance, we hypothesize and find support for the view that gender is not a significant direct explanation of financial performance differences among small accounting practices. The control variables we employ are practice characteristics, motivations, and individual owner characteristics. Our results indicate that although financial performance appears to be significantly different for females' and males' sole proprietorships, these performance differences are explained by several variables other than gender directly. At the same time we find that gender moderates the effects of other practice and personal characteristics on financial performance. One of the more interesting results is that women with a stronger motivation to establish a public practice to balance work and family experienced more positive financial outcomes, while for men the same motivation reduced financial performance.     

Proclivity for Improvisation as a Predictor of Entrepreneurial Intentions

This study examines the relationship between improvisation and entrepreneurial intentions. Of specific interest is whether or not a proclivity for improvisation explains any variance in entrepreneurial intentions beyond what is accounted for by other relevant individual difference measures. Using a sample of 430 college students, entrepreneurial intentions are found to be significantly associated with measures of personality, motivation, cognitive style, social models, and improvisation. The strongest relationship is found between entrepreneurial intentions and improvisation. The results of hierarchical regression show that improvisation accounts for a significant amount of variance in entrepreneurial intention above and beyond what is accounted for by the other variables.     

How identification facilitates effective learning: the evaluation of generic versus localized professionalization training

Worldwide, organizations are keen to ensure that they achieve a performance return from the large investment they make in employee training. This study examines the way in which workgroup identification facilitates trainees’ motivation to transfer learning into workplace performance. A 2 × 2 longitudinal study evaluated the effects of a new generic professionalization training program (NGP) – which tapped into distal work identities, and a standard local professionalization program (SLP) – which spoke more to localized work identities, on participant's motivation to transfer their learning to the workplace. The study found that, compared to participants on the SLP (n = 31), participants on the NGP (n = 35) indicated a reduction in 4 measures (perceived utility of training; workplace participation; relatedness and workplace identification). The authors draw on the social identity approach to illustrate how a reduction in these variables is indicative of a reduction in motivation to transfer learning to the workplace. In short, training which does not speak to meaningful localized identities results in reduced motivation to transfer compared to training that does speak to those identities. More broadly, the study demonstrates the capacity of the social identity approach to meet the increasing demands of training researchers for a comprehensive, multi‐dimensional, theoretical framework through which to understand the interplay of trainee and contextual factors that contribute to effective learning and performance in the workplace.     

Public sector training participation: an empirical investigation

This study tests a mediated model of employee participation in training activities in a public sector highway department. Results showed the combined predictor sets accounted for a significant proportion of the variance in an objective measure of training attended, a self‐report measure of training attended, and intentions to participate in future training. Although the proposed mediated model was not supported, the findings suggest that previous transfer success and motivation play a significant role in intentions to participate in training.