The expanding role of workplace training: Themes and trends influencing training research and practice

Historical Perspectives in Industrial and Organizational Psychology

Volumn , Issue , 2014, Pages 281-309

  Kraiger, Kurt ^a   Ford, J Kevin ^b  

^a Department of Ecosystem Science and Sustainability   (United States)

^b MICHIGAN STATE UNIVERSITY   (United States)

Author keywords

[No Author keywords available]

Indexed keywords

EID: 84925750896     PISSN: None     EISSN: None     Source Type: Book    
DOI: 10.4324/9781315820972     Document Type: Chapter

References (127)

1. Anderson, J. R. (1982). Acquisition of cognitive skill. Psychological Review, 89, 369–406.
2. Argyris, C. (1957). Personality and organization. New York: Harper.
3. Argyris, C., & Schön, D. (1978). Organizational learning. Reading, MA: Addison-Wesley.
4. Alliger, G. M.,&Janek, E. A. (1989). Kirkpatrick’s levels of training criteria: Thirty years later. Personnel Psychology, 42, 331–342.
5. Alliger, G. M., Tannenbaum, S. I., Bennett, W., Traver, H., & Shortland, A. (1997). A meta-analysis on the relations among training criteria. Personnel Psychology, 50, 341–358.
6. Baumgartel, H., & Jeanpeiere, F. (1972). Applying new knowledge in the back home setting: A study of Indian managers’ adoptive efforts. Journal of Applied Behavioral Science, 8, 674–694.
7. Bandura, A. (1977). Self-efficacy:Toward a unifying theory of behavioral change. Psychological Review, 84, 191–215.
8. Bandura, A. (1982). Self-efficacy mechanism in human agency. American Psychologist, 37, 122–147.
9. Bass, B. M.,&Vaughn, J. A. (1966).Training in industry: The management of learning. Belmont, CA: Brooks/Cole.
10. Bell, B. S., & Kozlowski, S.W. J. (2002). Adaptive guidance: Enhancing self-regulation, knowledge, and performance in technology-based training. Personnel Psychology, 55, 267–306.
11. Berrien, F. K. (1976).Ageneral systems approach to organizations. In M. D. Dunnette (Ed.), Handbookof industrial and organizational psychology(pp. 41–62). Chicago: Rand McNally College.
12. Billett, S. (1993). What’s in a setting? Learning in the workplace. Australian Journal of Adult and Community Education, 33, 4–14.
13. Billett, S. (1994). Situated learning: A workplace experience. Australian Journal of Adult and Community Education, 33, 112–130.
14. Brennan, M., & Anderson, C. (2001). The U.S. corporate elearning market forecast and analysis, 2000–2005. Framingham, MA: IDC.
15. Broadbent, D. E. (1958). Perception and communication. Elmsford, NY: Pergamon.
16. Brown, K. (2001). Using computers to deliver training: Which employees learn and why? Personnel Psychology, 54, 271–295.
17. Bruner, J. (1990). Acts of meaning. Cambridge, MA: Harvard University Press.
18. Burtt, H. E. (1929). Psychology and industrial efficiency. New York: Appleton.
19. Campbell, J. P. (1971). Personnel training and development. Annual Review of Psychology, 22, 565–602.
20. Campbell, D. T.,&Stanley, J. C. (1963). Experimental and quasi-experimental designs for research on teaching. In N. L. Gage (Ed.), Handbook of research on teaching(pp. 171–246). Chicago: Rand McNally.
21. Campbell, J. P. (1988). Training design for performance improvement. In. J. P. Campbell, R. J. Campbell,&Associates (Eds.), Productivity in organizations(pp. 177–215). San Francisco: Jossey-Bass
22. Campbell, J. P. (1989).An agenda for theory and research. In I.. L. Goldstein&Associates (Eds.), Training and development in organizations(pp. 457–468). San Francisco: Jossey-Bass.
23. Campbell, J. P.,&Kuncel, N. R. (2002). Individual and team training. In N. Anderson, D. S. Ones, H. K. Sinangil,&C. Viswesvaran (Eds.), Handbook of industrial, work, and organizational psychology(pp. 278–312). Thousand Oaks, CA: Sage.
24. Cannon-Bowers, J. A., Salas, E., Tannenbaum, S. I., & Mathieu, J. E. (1995). Toward theoretically based principles of training effectiveness: A model and initial empirical investigations. Military Psychology, 7, 141–164.
25. Canter, R. R., Jr. (1948). Psychologists in industry. Personnel Psychology, 1, 145–161.
26. Chase, W. G., & Simon, H. A. (1973). Perception in chess. Cognitive Psychology, 1, 55–81
27. Cronbach, L. J. (1967). How can instruction be adapted to individual differences? In R. M. Gagné (Ed.), Learning and individual differences(pp. 123–144). Columbus, OH: Merrill.
28. Cuther-Gershefeld, J., & Ford, J. K. (2005). Valuable disconnects. New York: Oxford University Press.
29. Decker, P. J.,&Nathan, B. (1985). Behaviormodeling training: Principles and applications.NewYork: Praeger Scientific.
30. Drucker, P. (1954). The practice of management. New York: Harper.
31. Edgerton, H. A. (1955). Some needs in training research.Personnel Psychology, 8, 19–25.
32. Fiedler, F. E. (1964).Acontingency model of leadership effectiveness. In L. Berkowitz (Ed.), Advances in experimental social psychology, 1(pp. 41–63). Orlando, FL: Academic Press.
33. Fine, S. A. (1978). Contribution of the job element and functional job analysis approaches to content validity. Paper presented at the International Personnel Management Assessment Council Annual Conference, Atlanta, GA.
34. Fisher, S. L.,&Ford, J. K. (1998). Differential effects of learner effort and goal orientation on two learner outcomes. Personnel Psychology, 51, 397–420.
35. Fleishman, E. A. (1953). Leadership climate, human relations training, and supervisory behavior. Personnel Psychology6, 205–222.
36. Fleishman, E. A., Harris, E. F.,&Burtt, H. E. (1955). Leadership and supervision in industry: An evaluation of a supervisory training program. Columbus, OH: Bureau of Educational Research.
37. Ford, J. K. (2001). Employee training and development. In American Psychological Association encyclopedia of psychology(pp. 183–191). New York: Oxford University Press.
38. Ford, J. K., & Kraiger, K. (1995). The application of cognitive constructs and principles to the instructional systems of model training: Implications for needs assessment, design, and transfer. In C. L. Cooper&I. T. Robertson (Eds.), International review of industrial and organizational psychology(Vol. 10, pp. 1–48). Chichester, England: Wiley.
39. Ford, J. K.,&Oswald, F. (2002). Understanding the dynamic learner: Linking personality traits, learning situations, and individual behavior. In M. Mount & A. M. Ryan (Eds.), Personality and work(pp. 229–261). San Francisco: Jossey-Bass.
40. Ford, J. K., Quiñones, M. A., Sego, D. J.,&Sorra, J. S. (1992). Factors affecting the opportunity to perform trained tasks on the job. Personnel Psychology, 45, 511–527.
41. Ford, J. K., Smith, E. M., Weissbein, D. A., Gully, S. M.,&Salas, E. (1998). Relationships of goal orientation, metacognitive activity, and practice strategies with learning outcomes and transfer. Journal of Applied Psychology, 83, 218–233.
42. Foxon, M. J. (1993).Aprocess approach to the transfer of training: Part 1. The impact of motivation and supervisor support on transfer maintenance. Australian Journal of Educational Technology, 9, 130–143.
43. Gagné, R. M. (1962). Military training and principles of learning. American Psychologist, 17, 83–91.
44. Gephart, M. A., Marsick, V. J., Van Buren, M. E., & Spiro, M. S. (1996). Learning organizations come alive. Training and Development, 50, 56–66.
45. Ghiselli, E. E., & Brown, C. W. (1948). Personnel and industrial psychology. New York: McGraw-Hill.
46. Gilbert, T. F. (1978). Human competence: Engineering worthy performance. New York: McGraw-Hill.
47. Gillespie, R. (1988). The Hawthorne experiments and the politics of experimentation. In J. G. Morawski (Ed.), The rise of experimentation in American psychology(pp. 114–137). New Haven: Yale University Press.
48. Gist, M. E., Stevens, C. K.&Bavetta, A. G. (1991). Effects of self-efficacy and post-training intervention on the acquisition and maintenance of complex interpersonal skills. Personnel Psychology, 44, 837–861.
49. Glaser, R., & Resnick, L. (1972). Instructional psychology. Annual Review of Psychology, 23, 181–276.
50. Goldstein, A. P., & Sorcher, M. (1974). Changing supervisor behavior. New York: Pergamon.
51. Goldstein, I. L. (1974). Training: Program development and evaluation. Monterey, CA: Brooks/Cole.
52. Goldstein, I. L. (1980). Training in work organizations. Annual Review of Psychology, 31, 229–272.
53. Goldstein, I. L. (1986). Training in organizations: Needs assessment, development and evaluation(2nd ed.). Belmont, CA: Brooks/Cole.
54. Goldstein, I. L. (2002). Irwin L. Goldstein: SIOP president 1985–1986. Retrieved December 19, 2005, from http://siop.org/Presidents/Goldstein.htm
55. Goldstein, I. L., & Associates (1989). Training and development in organizations. San Francisco: Jossey-Bass.
56. Goldstein, I. L.,&Ford, J.K. (2002). Training in organizations(4th ed.).Belmont, CA:Wadsworth Thompson Learning.
57. Goldstein, I. L., & Gessner (1988). Training and development in work organizations. In C. L. Cooper & I. Roberstson (Eds.), International review of industrial and organizational psychology(pp. 43–72). London: Wiley.
58. Goldstein, I. L., Macy, W. H., & Prien, E. P. (1981). Needs assessment approaches for training development. In H. Meltzer & W. R. Nord (Eds.), Making organizations humane and productive(pp. 131–165). New York: Wiley.
59. Hammer, M. F. (1995). The reengineering revolution. New York: Harperbusiness.
60. Hansen, M. T., Nohria, N., & Tierney, T. (1999). What’s your strategy for managing knowledge. Harvard Business Review, 77, 106–116.
61. Hart-Landesberg, S., Braunger, J.,&Reder, S. (1992). Learning the ropes: The social construction of work-based learning (ED 363 726). Berkeley, CA: National Center for Research in Vocational Education.
62. Hedlund, G. (1994). A model of knowledge management and the N-form corporation. Strategic Management Journal, 15, 73–90.
63. Highhouse, S. (2002).Ahistory of the t-group and its early applications in management development. Group Dynamics: Theory, Research, and Practice, 6, 277–290.
64. Hinrichs, J. R. (1976). Personnel training. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology(pp. 829–860). Chicago: Rand McNally College.
65. Holton, E. F., III. (1996).The flawed four level evaluation model.HumanResource Development Quarterly, 7, 5–21.
66. Hothersall, D. (1995). History of psychology. Boston: McGraw-Hill.
67. Jonassen, D. H. (1991). Objectism vs. constructivism: Do we need a new philosophical paradigm shift? Educational Technology: Research & Development, 39(3), 5–14.
68. Katz, D., & Kahn, R. L. (1966). The social psychology of organizations. New York: Wiley.
69. Kirkpatrick, D. L. (1959). Techniques for evaluating training programs. Journal of ASTD, 13(11), 3–9.
70. Kirkpatrick, D. L. (1967). Evaluation of training. In R. L. Craig & L. R. Bittel (Eds.), Training and development handbook(pp. 87–112). New York: McGraw-Hill.
71. Kozlowski, S.W. J., Brown, K. G., Weissbein, D. A., Cannon-Bowers, J. A.,&Salas, E. (2002).Amultilevel approach to training effectiveness: Enhancing horizontal and vertical transfer. In K. J. Klein&S.W. J. Kozlowski (Eds.), Multilevel theory, research, and methods in organizations(pp. 157–210). San Francisco: Jossey-Bass.
72. Kozlowski, S. W. J., & Salas, E. (1997). An organizational systems approach for the implementation and transfer of training. In J. K. Ford & Associates (Eds.), Improving training effectiveness in work organizations(pp. 291–322). Mahwah, NJ: Lawrence Erlbaum Associates..
73. Kraiger, K., Ford, J. K.,&Salas, E. (1993). Application of cognitive, skill-based, and affective theories of learning outcomes to new methods of training evaluation. Journal of Applied Psychology, 78, 311–328.
74. Kulik, C. C.,&Kulik, J. A. (1991). Effectiveness of computer-based instruction:Anupdated analysis. Computers inhuman Behavior, 7, 75–94.
75. Kuwada, K. (1998). Strategic learning: The continuous side of discontinuous strategic change. Organizational Science, 2, 719–736.
76. Latham, G. P. (1988). Human resource training and development. Annual Review of Psychology, 39, 545–582.
77. Latham, G. P., & Saari, L. (1979). The application of social learning theory to training supervisors through behavioral role modeling. Journal of Applied Psychology, 64, 239–246.
78. Leahey, T. H. (2002). Cognition and learning. In I.Weiner (Series Ed.)&D. K. Freedheim (Vol. Ed.), Handbook of psychology: Vol. 1: History of psychology(pp. 109–133). New York: Wiley.
79. Lee, C. A. (1932). Some notes on incentives in industry. The Human Factor, VI, 180–186.
80. Liefer, M. S., & Newstrom, J.W. (1980, August). Solving the transfer of training problems. Training and Development Journal, pp. 42–46.
81. Lord, R. G.,&Maher, K. J. (1991). Cognitive theory in industrial/organizational psychology. In M. D. Dunnette&L. M. Hough (Eds.), Handbook of industrial and organizational psychology (2nd ed., Vol. 2, pp. 1–62). Palo Alto, CA: Consulting Psychologists Press.
82. Maier, N. R. F. (1952). Principles of human relations. New York: Wiley.
83. McCord, B. (1976). Job instruction. In R. L. Craig & L. R. Bittel (Eds.), Training and development handbook (2nd ed., pp. 32.3–32.34). New York: McGraw-Hill.
84. McGehee, W. (1949). Training in industry. In W. Dennis (Ed.), Current trends in industrial psychology(pp. 84–114). Pittsburgh: University of Pittsburgh Press.
85. McGehee, W., & Thayer, P. (1961). Training in business and industry. New York: McGraw-Hill.
86. McGregor, D. (1960). The human side of enterprise. New York: Wiley.
87. Meister, J. (1998). Ten steps to creating a corporate university. Training and Development, 52(11), 38–43.
88. Miles, G. H. (1932). Effectiveness of labour incentives. The Human Factor, VI, 53–58.
89. Miller, R. B. (1953). Handbook of training and training equipment design. Pittsburgh: The American Institute of Research.
90. Morgan, G. (1997). Images of organizations(2nd ed.). Thousand Oaks, CA: Sage.
91. Münsterberg, H. (1910). Psychology and the teacher. New York: Appleton.
92. Münsterberg, H. (1913). Psychology and industrial efficiency. Boston: Houghton Mifflin.
93. Myers, C. S. (1925). Industrial psychology. New York: The People’s Institute Publishing Company.
94. Neisser, U. (1967). Cognitive psychology. New York: Appleton-Century-Crofts.
95. Noe, R. A. (1986). Trainees’ attributes and attitudes: Neglected influences on training effectiveness. Academy of Management Review, 11, 736–749.
96. Noe, R. A. (2002). Employee training and development(2nd ed.). Boston: McGraw-Hill.
97. Nonaka, I., & Takeuchi, H. (1995). The knowledge-creating company. New York: Oxford University Press.
98. Ostroff, C., & Ford, J. K. (1989). Assessing training needs: Critical levels of analysis. In I. L. Goldstein & Associates (Eds.), Training and development in organizations(pp. 25–62). San Francisco: Jossey-Bass.
99. Planty, C. G., McCord, W. S.,&Efferson, C. A. (1948).Training employees andmanagers. NewYork: Ronald Press.
100. Prien, E. P. (1977). The function of job analysis in content validation. Personnel Psychology, 30, 501–504.
101. Quiñones, M. A., Ford, J. K., Sego, D. J.,&Smith, E. M. (1996). The effects of individual and transfer environment characteristics on the opportunity to perform trained tasks. Training Research Journal, 1, 29–48.
102. Roethlisberger, F. J.,&Dickson, W. J. (1939).Management and the worker. Cambridge, MA:Harvard University, Graduate School of Business Administration.
103. Rouiller, J. Z., & Goldstein, I. L. (1993). The relationship between organizational transfer climate and positive transfer of training. Human Resource Development Quarterly, 4, 377–390.
104. Russell, T. L. (1999). No significant difference phenomenon. Raleigh: North Carolina State University.
105. Schippmann, J. S., Ash, R. A., Battista, M., Carr, L., Eyde, L. D., Hesketh, B., et al. (2000). The practice of competency modeling. Personnel Psychology, 53, 703–740.
106. Senge, P. M. (1990). The fifth discipline: The art and practice of the learning organization. New York: Doubleday.
107. Simon, H. A. (1957). Administrative behavior(2nd ed.). New York: Macmillan.
108. Skinner, B. F. (1957). Verbal behavior. New York: Appleton-Century-Crofts.
109. Smith, L. J. (1942).Vestibule training for today’s needs. In A. E. Dodd&J. O. Rice (Eds.), How to train workers for war industries(pp. 59–67). New-York: Harper.
110. Steinmetz, C. S. (1967). The evolution of training. In R. L. Craig&L. R. Bittel (Eds.), Training and development handbook(pp. 1–15). New York: McGraw-Hill.
111. Stewart, T. (1997). Intellectual capital: The new wealth of organizations. New York: Currency.
112. Stogdill, R. M. (1974). Handbook of leadership. New York: Free Press
113. Stogdill, R. M.,&Coons, A. E. (1957). Leader behavior: Its description and measurement. Columbus: Ohio State University, Bureau of Business Research.
114. Stroud, P. V. (1959). Evaluating a human relations training program. Personnel36(11), 52–60.
115. Tannenbaum, S. I. (1997). Enhancing continuous learning: Diagnostic findings from multiple companies. Human Resource Management, 36, 437–452.
116. Taylor, F. W. (1911). Principles of scientific management. New York: Harper.
117. Thayer, P. W. (2002). Paul Thayer: SIOP president 1976–1977. Retrieved December 19, 2005, from http://siop.org/Presidents/Thayer.htm
118. Thomas, J. B., Sussman, S.W., & Henderson, J. C. (2001). Understanding “strategic learning”: Linking organizational learning, knowledge management, and sensemaking. Organizational Science, 12, 331–345.
119. Tiffin, J. (1942). Industrial psychology. New York: Prentice-Hall.
120. Tracey, J. B., Tannenbaum, S. I.,&Kavanagh, M. J. (1995). Applying trained skills on the job: The importance of work environment. Journal of Applied Psychology, 80, 239–252.
121. Turing, A. M. (1950). Computing machinery and intelligence. Mind, 59, 433–460.
122. Twitchell, S., Holton, E. F., III,&Trott, J. R., Jr. (2001).Technical training evaluation practices in the United States. Performance Improvement Quarterly, 13(3), 84–109.
123. Van Buren, M. E., (2001). State of the industry: Report 2001.Washington, DC: American Society for Training and Development.
124. Viteles, M.S. (1932). Industrial psychology. New York: Norton.
125. Wallace, S. R., Jr.,&Twichell, C. M. (1953).An evaluation of a training course for life insurance agents. Personnel Psychology, 6, 25–43.
126. Wexley, K. N.,&Latham, G. P. (1981).Developing and training human resources in organizations. Glenview, IL: Scott, Foresman.
127. Yelon, S. L., & Ford, J. K. (1999). Pursuing a multidimensional view of transfer. Performance Improvement Quarterly, 12, 58–78.