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Publisher: Emerald   (Total: 308 journals)

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A Life in the Day     Hybrid Journal   (Followers: 8)
Accounting Auditing & Accountability J.     Hybrid Journal   (Followers: 17)
Accounting Research J.     Hybrid Journal   (Followers: 21, SJR: 0.155, h-index: 2)
Accounting, Auditing and Accountability J.     Hybrid Journal   (Followers: 3)
Advances in Accounting Education     Hybrid Journal   (Followers: 10)
Advances in Appreciative Inquiry     Hybrid Journal   (Followers: 2)
Advances in Dual Diagnosis     Hybrid Journal   (Followers: 23)
Advances in Mental Health and Intellectual Disabilities     Hybrid Journal   (Followers: 38, SJR: 0.133, h-index: 2)
Advances in Mental Health and Learning Disabilities     Hybrid Journal   (Followers: 19)
African J. of Economic and Management Studies     Hybrid Journal   (Followers: 7)
Agricultural Finance Review     Hybrid Journal   (Followers: 1)
Aircraft Engineering and Aerospace Technology     Hybrid Journal   (Followers: 164, SJR: 0.285, h-index: 13)
American J. of Business     Hybrid Journal   (Followers: 5)
Anti-Corrosion Methods and Materials     Hybrid Journal   (Followers: 4, SJR: 0.219, h-index: 22)
Arts Marketing : An Intl. J.     Hybrid Journal   (Followers: 10)
Asia Pacific J. of Marketing and Logistics     Hybrid Journal   (Followers: 5)
Asia-Pacific J. of Business Administration     Hybrid Journal   (Followers: 2, SJR: 0.167, h-index: 4)
Asian Education and Development Studies     Hybrid Journal   (Followers: 5)
Asian J. on Quality     Hybrid Journal   (Followers: 2)
Asian Review of Accounting     Hybrid Journal   (Followers: 1, SJR: 0.119, h-index: 2)
Aslib Proceedings     Hybrid Journal   (Followers: 307, SJR: 0.64, h-index: 22)
Assembly Automation     Hybrid Journal   (Followers: 1, SJR: 0.301, h-index: 18)
Baltic J. of Management     Hybrid Journal   (Followers: 2, SJR: 0.279, h-index: 8)
Benchmarking : An Intl. J.     Hybrid Journal   (Followers: 5, SJR: 0.671, h-index: 25)
British Food J.     Hybrid Journal   (Followers: 6, SJR: 0.441, h-index: 20)
Built Environment Project and Asset Management     Hybrid Journal   (Followers: 13)
Business Process Management J.     Hybrid Journal   (Followers: 6, SJR: 0.7, h-index: 24)
Business Strategy Series     Hybrid Journal   (Followers: 5, SJR: 0.139, h-index: 2)
Campus-Wide Information Systems     Hybrid Journal   (Followers: 5, SJR: 0.292, h-index: 11)
Career Development Intl.     Hybrid Journal   (Followers: 10, SJR: 0.75, h-index: 19)
China Agricultural Economic Review     Hybrid Journal   (Followers: 1, SJR: 0.315, h-index: 4)
China Finance Review Intl.     Hybrid Journal   (Followers: 3)
Chinese Management Studies     Hybrid Journal   (Followers: 4, SJR: 0.254, h-index: 6)
Circuit World     Hybrid Journal   (Followers: 9, SJR: 0.241, h-index: 14)
Clinical Governance: An Intl. J.     Hybrid Journal   (Followers: 16, SJR: 0.232, h-index: 12)
Collection Building     Hybrid Journal   (Followers: 7, SJR: 0.433, h-index: 8)
COMPEL: The Intl. J. for Computation and Mathematics in Electrical and Electronic Engineering     Hybrid Journal   (Followers: 3, SJR: 0.244, h-index: 16)
Competitiveness Review : An Intl. Business J. incorporating J. of Global Competitiveness     Hybrid Journal   (Followers: 3)
Construction Innovation: Information, Process, Management     Hybrid Journal   (Followers: 14)
Corporate Communications An Intl. J.     Hybrid Journal   (Followers: 4, SJR: 0.535, h-index: 15)
Corporate Governance Intl. J. of Business in Society     Hybrid Journal   (Followers: 6, SJR: 0.285, h-index: 17)
Critical Perspectives on Intl. Business     Hybrid Journal   (SJR: 0.312, h-index: 9)
Cross Cultural Management An Intl. J.     Hybrid Journal   (Followers: 5, SJR: 0.434, h-index: 4)
Development and Learning in Organizations     Hybrid Journal   (Followers: 5, SJR: 0.128, h-index: 5)
Direct Marketing An Intl. J.     Hybrid Journal   (Followers: 6)
Disaster Prevention and Management     Hybrid Journal   (Followers: 13, SJR: 0.283, h-index: 21)
Drugs and Alcohol Today     Hybrid Journal   (Followers: 24, SJR: 0, h-index: 1)
Education + Training     Hybrid Journal   (Followers: 15, SJR: 0.338, h-index: 18)
Education, Business and Society : Contemporary Middle Eastern Issues     Hybrid Journal  
Employee Relations     Hybrid Journal   (Followers: 5, SJR: 0.331, h-index: 13)
Engineering Computations     Hybrid Journal   (Followers: 3, SJR: 0.435, h-index: 30)
Engineering, Construction and Architectural Management     Hybrid Journal   (Followers: 16, SJR: 0.329, h-index: 18)
Equal Opportunities Intl.     Hybrid Journal   (Followers: 2)
Equality, Diversity and Inclusion : An Intl. J.     Hybrid Journal   (Followers: 9, SJR: 0.256, h-index: 2)
Ethnicity and Inequalities in Health and Social Care     Hybrid Journal   (Followers: 7, SJR: 0.128, h-index: 1)
EuroMed J. of Business     Hybrid Journal  
European Business Review     Hybrid Journal   (Followers: 3, SJR: 0.425, h-index: 13)
European J. of Innovation Management     Hybrid Journal   (Followers: 15, SJR: 0.556, h-index: 19)
European J. of Marketing     Hybrid Journal   (Followers: 14, SJR: 0.811, h-index: 31)
European J. of Training and Development     Hybrid Journal   (Followers: 7, SJR: 0.387, h-index: 14)
Evidence-based HRM     Hybrid Journal   (Followers: 7)
Facilities     Hybrid Journal   (Followers: 1, SJR: 0.323, h-index: 11)
foresight     Hybrid Journal   (Followers: 7, SJR: 0.47, h-index: 14)
Gender in Management : An Intl. J.     Hybrid Journal   (Followers: 9, SJR: 0.294, h-index: 14)
Grey Systems : Theory and Application     Hybrid Journal  
Health Education     Hybrid Journal   (Followers: 3, SJR: 0.278, h-index: 11)
Higher Education, Skills and Work-based Learning     Hybrid Journal   (Followers: 27, SJR: 0.112, h-index: 2)
History of Education Review     Hybrid Journal   (Followers: 3, SJR: 0, h-index: 1)
Housing, Care and Support     Hybrid Journal   (Followers: 6, SJR: 0.187, h-index: 1)
Human Resource Management Intl. Digest     Hybrid Journal   (Followers: 11, SJR: 0.105, h-index: 4)
Humanomics     Hybrid Journal   (Followers: 2)
Indian Growth and Development Review     Hybrid Journal   (SJR: 0.121, h-index: 1)
Industrial and Commercial Training     Hybrid Journal   (Followers: 5, SJR: 0.184, h-index: 8)
Industrial Lubrication and Tribology     Hybrid Journal   (Followers: 4, SJR: 0.433, h-index: 14)
Industrial Management & Data Systems     Hybrid Journal   (Followers: 3, SJR: 0.979, h-index: 49)
Industrial Robot An Intl. J.     Hybrid Journal   (Followers: 2, SJR: 0.483, h-index: 21)
Info     Hybrid Journal   (SJR: 0.374, h-index: 14)
Information Management & Computer Security     Hybrid Journal   (Followers: 12, SJR: 0.397, h-index: 25)
Information Technology & People     Hybrid Journal   (Followers: 167, SJR: 0.565, h-index: 18)
Interactive Technology and Smart Education     Hybrid Journal   (Followers: 9)
Interlending & Document Supply     Hybrid Journal   (Followers: 222, SJR: 0.411, h-index: 9)
Internet Research     Hybrid Journal   (Followers: 196, SJR: 0.899, h-index: 40)
Intl. J. for Lesson and Learning Studies     Hybrid Journal   (Followers: 2)
Intl. J. for Researcher Development     Hybrid Journal   (Followers: 7)
Intl. J. of Accounting and Information Management     Hybrid Journal   (Followers: 5, SJR: 0.125, h-index: 1)
Intl. J. of Bank Marketing     Hybrid Journal   (Followers: 4, SJR: 0.716, h-index: 21)
Intl. J. of Climate Change Strategies and Management     Hybrid Journal   (Followers: 7)
Intl. J. of Clothing Science and Technology     Hybrid Journal   (Followers: 4, SJR: 0.154, h-index: 18)
Intl. J. of Commerce and Management     Hybrid Journal  
Intl. J. of Conflict Management     Hybrid Journal   (Followers: 10, SJR: 0.459, h-index: 28)
Intl. J. of Contemporary Hospitality Management     Hybrid Journal   (Followers: 8, SJR: 0.795, h-index: 19)
Intl. J. of Culture Tourism and Hospitality Research     Hybrid Journal   (Followers: 13)
Intl. J. of Development Issues     Hybrid Journal   (Followers: 5)
Intl. J. of Disaster Resilience in the Built Environment     Hybrid Journal   (Followers: 6, SJR: 0.337, h-index: 4)
Intl. J. of Educational Management     Hybrid Journal   (Followers: 3)
Intl. J. of Emergency Services     Hybrid Journal   (Followers: 1)
Intl. J. of Emerging Markets     Hybrid Journal   (Followers: 2)
Intl. J. of Energy Sector Management     Hybrid Journal   (Followers: 4, SJR: 0.249, h-index: 6)
Intl. J. of Entrepreneurial Behaviour & Research     Hybrid Journal   (Followers: 6, SJR: 0.441, h-index: 16)
Intl. J. of Event and Festival Management     Hybrid Journal   (Followers: 9)

        1 2 3 4 | Last

Journal Cover European Journal of Training and Development
   [9 followers]  Follow    
   Hybrid Journal Hybrid journal (It can contain Open Access articles)
     ISSN (Print) 2046-9012
     Published by Emerald Homepage  [308 journals]   [SJR: 0.387]   [H-I: 14]
  • Workforce ageing and the training propensity of Italian firms:
           Cross-sectional evidence from the INDACO survey
    • Authors: Marco Guerrazzi et al
      Abstract: European Journal of Training and Development, Volume 38, Issue 9, September 2014. Purpose In this paper, retrieving cross-sectional data from INDACO 2009, I take into consideration the propensity to offer vocational training of a large sample of Italian private firms. Design/methodology/approach Estimating a probit model, I asses how the age and the gender composition of the employed workforce as well as a set of relevant corporate characteristics such as size, sector, geographical location, innovation strategies, R&D investments and use of social safety valves are linked to the willingness of firms to supply on-the-job training. Findings First, as far as the average age of the whole employed workforce is concerned, I find that the propensity of surveyed firms towards training provision follows an inverted u-shaped pattern. Furthermore, I show that larger firms have a higher training propensity with respect to small firms and the same attitude holds for productive units that adopted innovation strategies and/or invested in R&D projects. By contrast, I find that the propensity to support training activities is negatively correlated to the percentage of employed women and the use social valves. Research limitations/implications The sample of business units taken into consideration is quite large but it has some biases towards larger and manufacturing firms. Moreover, the cross-sectional perspective of the analysis does not allow to implement the finer identification procedures that is possible to apply with panel data. Furthermore, the lack of employer-employee linked data does not allow to fully address the issue of compliance to training activities. Originality/value While there is a number of papers that study the age patterns of training participation by using workers’ data retrieved from personnel and/or labour force surveys, this work is the first attempt to provide a probabilistic assessment of the decisions of Italian firms regarding training provision by taking into account the ageing perspectives of the incumbent workforce.
      PubDate: Sat, 20 Sep 2014 00:02:00 GMT
       
  • Strengthening student engagement: What do students want in online
           courses'
    • Authors: Misha Chakraborty et al
      Abstract: European Journal of Training and Development, Volume 38, Issue 9, September 2014. Purpose The purpose of this paper was to identify pertinent studies on the important issue of student engagement strategies in online courses and to establish from empirical studies student engagement strategies that work. Design/methodology/approach The paper adopted the literature review approach. The authors conducted a thorough and systematic search of the literature to find empirical studies focusing on online engagement strategies within the field of education and distance learning. To generate as many relevant publications as possible, both manual and electronic searches were conducted. The databases used included; Academic Search Complete (Ebsco), Social Sciences Full Text (Wilson), ProQuest Education Journals, ProQuest Dissertation and Thesis, ProQuest Central, Social Sciences Citation Index (SSCIISI), ERIC, (Ebsco), SAGE Full Text Collection (CSA), Google Scholar, and Emerald. Findings The results of this paper revealed the several factors that can create engaging learning experiences for the online learners. The primary factors are as follows: Creating and maintaining positive learning environment; Building Learning Community; Giving Consistent Feedback in Timely Manner; and Using the Right Technology to Deliver the Right Content. Research limitations/implications The paper is limited since it is based on review of literature. Empirical studies need to be conducted to support the ideas generated in this paper. For example, it is proposed that individual and institutional characteristics play an important role in promoting learner satisfaction in online courses. Additional studies that can explore this aspect in detail are needed. Originality/value The paper has both professional and educational implications. The findings of this paper can help identify areas where the instructors and designers of online classes need to focus. The student engagement strategies for online courses identified should assist both experienced and beginning online instructors in the design and successful delivery of online courses. Students taking online courses should find the results of this study invaluable.
      PubDate: Sat, 20 Sep 2014 00:01:59 GMT
       
  • Training evaluation levels and ROI: The case of a small logistics company
    • Authors: Carla Curado et al
      Abstract: European Journal of Training and Development, Volume 38, Issue 9, September 2014. Purpose This study’s purpose is to contribute to literature on training evaluation following Kirkpatrick’s four levels model and estimating each training program’s ROI using evidence from a small firm. Design/methodology/approach This case study uses data collected at a logistics company based upon training output indicators like training program evaluation data; individual performance evaluation reports; information on attained objectives; service and productivity levels; quality audit reports and accounting data. Findings Results show that all the training programs addressed report evaluation procedures at the four different levels (reactions, learning, behavior and results). ROI for each training program was estimated based upon costs and benefits associated to each program. The two training programs presenting above average returns address work quality and conditions. The program addressing corporate social responsibility issues produced below average results. Research limitations/implications Limitations to this study may result from collecting data in a single moment in time and using data from a single organization, excluding generalization and extrapolation of results. Practical implications This case study should inspire managers in SME to implement training evaluation practices and ROI estimation. Having the ROI estimation available allows a better management of the training budget since ROI's presentation is an argument to assign value and progress. Originality/value The originality of this study regards the way it reports training evaluation practices at the four levels established by Kirkpatrick’s framework (2005) and complements it with ROI estimation regarding five training courses run at a Portuguese SME logistics firm.
      PubDate: Sat, 20 Sep 2014 00:01:58 GMT
       
  • The sufficiency economy and people-centered development: The case of the
           Huay Sai Royal Development Project in Thailand
    • Authors: Nisada Wedchayanon et al
      Abstract: European Journal of Training and Development, Volume 38, Issue 9, September 2014. Purpose Sustainability is of central importance for many countries in the world. Especially developing countries need to strive for sustainability and continuity in their economic, social, and political systems. This paper aimed at identifying sustainable human resource development in relation to the Huay Sai Royal Development Project initiated by His Majesty the King Bhumipol Adulyadej of Thailand as a case study. The case examined the successful community development by enabling people to help themselves so that they could increase their career opportunities and recover the fertile natural environment previously lost through overstraining the local ecosystem. Design/methodology/approach This study was a case study. Data were collected from documents, interviews, and project visits. Then, the analysis was made by document analysis and observation during the study visit, and the information from the interviewees was recorded and transcribed in the Thai language. Some information from the interviews was then added to the analysis in order to confirm the case that the project had generated sustainable development and encouraged a better life for the local people. Findings It was found that the nature of people development for sustainability in the project was based on two central themes: people-centered development and whole system-focused development. People-centered development aims to make people succeed in their life. The latter theme aims at helping people become social beings that are willing to place societal concerns before personal interests. This reflected the eastern approach of people development, which puts people and their mindset at the center of development. Other findings pertaining to the methods of people development showed that action learning was a central method of development. Research limitations/implications The Sufficiency Economy and people-centered development served as an alternative development path, pursuing balanced growth based on development from within and on the accumulation of knowledge. The main thrust emphasized development from within, self-protection, conservation, caution, and moderation, which called for the sustainable use of resources and concern for the social and environmental impact of economic decisions. This contributed to the action learning approach that the success of the project was not only economic returns, but also the learning process to which the people engaging in dialogue could share their problems and develop solutions for themselves and for each other. Practical implications There were three main key success factors that can be seen in the case. First, the development approach was aligned with the lifestyle and local wisdom of the people. Secondly, this project promoted step-by-step development, beginning with building a good basis for the people at the individual level. Lastly, the initiation of the project stemmed from an in-depth study of the problems in the area and action research, with a closely-coupled monitoring system by which feedback was always fed into the study center. Originality/value The Sufficiency Economy strengthened sustainability as a goal and means of development; the ultimate goal of the development was to develop people to help themselves to become self-reliant. The means of this development were participatory development through a wide variety of methods and the use of local knowledge as a basis for cultivation. Sharing knowledge made people feel more empowered and encouraged them to change their basic attitudes and behaviors. Once people changed their mindset, they became able to enhance their potential. They also had the power to make choices in their life.
      PubDate: Sat, 20 Sep 2014 00:01:48 GMT
       
  • Voluntary helpful organizational behavior
    • Authors: Randall P. Bandura et al
      Abstract: European Journal of Training and Development, Volume 38, Issue 7, Page 610-627, July 2014. Purpose – The purpose of the paper is to examine employee-helpful behavior that is voluntary and given freely without anticipation of reward or recognition. The authors have labeled this voluntary behavior in all its forms as v-hob, or voluntary helpful organizational behavior. They seek to define and explain the behavior and attempt to discern measures that will help to discover individual’s predispositions to offer v-hob. Design/methodology/approach – The authors examine current theory/constructs and offer a detailed empirical study in identifying measures that may provide some means for assessing employee predisposition toward helpful, voluntary behavior on the job. The format of the work is reflective of a typical research study with hypotheses. Findings – The authors learned that, within limits, it is possible and practical to identify direct measures to discover one’s predisposition toward v-hob. They also have identified regression equations that use several variables to help predict one’s predispositions toward this valued behavior. Practical implications – This study brings to the manager and/or human resource (HR) practitioner the substance of contextual performance, that is, behavior that goes beyond task performance in the support of individual and organizational goal attainment. This research demonstrates several means by which trainers, managers and HR professionals may assess an employee’s or a recruit’s predisposition to offer voluntary, helpful behavior. Originality/value – This research, unlike most of the empirical, academic research in the domain of contextual performance, speaks directly to practitioners. The authors' definitions, explanations and study clearly demonstrate the practical features of contextual performance.
      PubDate: Mon, 11 Aug 2014 07:54:22 GMT
       
  • Organisational support for employee learning
    • Authors: Sue Lancaster et al
      Abstract: European Journal of Training and Development, Volume 38, Issue 7, Page 642-657, July 2014. Purpose – This paper aims to describe the forms of organisational support that employees perceived as helpful to support their learning. This study aims to explore how organisational support is distinct from other kinds of learning support. Design/methodology/approach – This is a qualitative exploratory study utilising a cross-sectional design. Interviews were conducted in a large multi-site Australian organisation with 24 graduates from four leadership development programmes. Findings – The results from this study extend the literature relating to work environment as an important factor in supporting employee learning. We differentiate between the types of support that employees perceived the organisation provided from other types of learning support. The results suggest that for organisations to positively impact employees’ learning, they should pay attention to three key factors: provide high-quality relevant development programmes; ensure that course content is aligned with the organisations strategy and the employees work; and ensure senior management commitment throughout all aspects of the employee development process. Originality/value – This study gives voice to employees’ perceptions of how organisations can support their learning. It also provides rich data that extends the literature through a qualitative study in a field dominated by quantitative studies.
      PubDate: Mon, 11 Aug 2014 07:54:13 GMT
       
  • Skill-based pay in practice
    • Authors: Alexandre Léné
      Abstract: European Journal of Training and Development, Volume 38, Issue 7, Page 628-641, July 2014. Purpose – The purpose of this study is to explore how the employees and managers experienced skill-based pay (SBP) plans through the lens of the organizational justice perspective. The article investigates SBP plans and highlights the difficulties encountered in implementing them. SBP plans take a number of different forms that may diverge from the declared model. Design/methodology/approach – This study investigates the SBP plan implementation in situ. Following Yin’s case study design method, documents were collected, semi-structured interviews were conducted and observations were recorded in two different companies in France. Findings – The organizational justice concepts allow the authors to shed light on the mechanisms through which SBP implementation may lead to negative outcomes. First, the authors argue that injustice perceptions are a critical element in the SBP implementation. Second, they argue that the way SBP plans are implemented by front-line managers influence employee attitudes and behaviours. When employees consider that the decisions are established on the basis of criteria that lack legitimacy, they adopt withdrawal behaviour. Research limitations/implications – The majority of studies on SBP are largely atheoretical in nature. It is suggested that the organizational justice framework should be utilized to improve the authors’ understanding of what shapes the reaction of workers towards such plans. The authors consider that justice and trust are a particularly useful duo of lenses through which to examine the motivation of workers to be engaged in such plans. Practical implications – The implications for the practice of management surround the issue of unanticipated results of actions. It is not simply a question of designing the most appropriate SBP plans. The key issue is how they are actually implemented by front-line managers. Specifically, the findings highlight the pivotal role front-line managers play in building trust towards employees. Training in procedural justice should accompany SBP implementation. Originality/value – This paper highlights the complexity of implementation of SBP. By examining SBP implementation through the lenses of the organizational justice concepts, it sheds light on the under-theorized reactions to SBP implementation, and advances understanding of the mechanisms through which it affects employee attitudes and behaviours.
      PubDate: Mon, 11 Aug 2014 07:54:06 GMT
       
  • Jugaad Innovation: Think Frugal, Be Flexible, Generate Breakthrough Growth
    • Abstract: European Journal of Training and Development, Volume 38, Issue 7, Page 689-691, July 2014.
      PubDate: Mon, 11 Aug 2014 07:54:05 GMT
       
  • Training needs assessment of fishermen in Oman through concept mapping
           technique
    • Authors: Rakesh Belwal et al
      Abstract: European Journal of Training and Development, Volume 38, Issue 7, Page 673-688, July 2014. Purpose – This study aims to assess the training needs of fishermen in Oman using the concept mapping technique. This study was the part of a larger research project on the training needs assessment (TNA), where a mixed method approach was used to identify the training needs. Design/methodology/approach – Perspective of 12 instructors on a focus question was taken during a brainstorming session at a Fishermen Training Institute in Oman. Using the concept mapping technique involving the multidimensional scaling and hierarchical cluster analysis, the data recorded was analyzed to arrive at the need clusters, which were later rated and ranked to assign relative importance. Findings – The identification led to a ten-clustered solution, covering a range of areas, requiring technical and behavioral skills. The top five training concerns were also identified using the participants’ ratings of the identified training-need clusters. Furthermore, the merit of concept mapping technique over purely quantitative assessments was also realized. Research limitations/implications – The study not only identified and evaluated the training needs but also observed the relevance of concept mapping technique. It was observed that the concept mapping technique struck a balance between the two extremes of subjectivity and objectivity while identifying the training needs. The application of concept mapping technique can help in covering the concerns of multiple stakeholders in TNA. Practical implications – It identifies some key training areas for Fishermen Training Institutions and government bodies in Oman. The research also supports the extension of the application of concept mapping technique to decision-making situations in other areas. Social implications – Training interventions based on the needs assessment will help fishermen from the Oman’s Batinah coast in gaining additional skills, expertise and income. Originality/value – This study applies the concept mapping technique in assessing the training needs of fishermen. The research also shares the outcomes of a pioneering attempt to identify fishermen’s training needs in Oman.
      PubDate: Mon, 11 Aug 2014 07:54:01 GMT
       
  • Intercultural engineering beyond stereotypes
    • Authors: Jasmin Mahadevan
      Abstract: European Journal of Training and Development, Volume 38, Issue 7, Page 658-672, July 2014. Purpose – This article aims to suggest implementing an integrated approach – named intercultural engineering – at university level. Engineering today often takes place across cultures, locations and organizations. As a result, many companies have included cross-cultural training activities into their internal human resource development program. However, current practice neglects the engineering context and might enable sophisticated stereotyping. Design/methodology/approach – This article presents the case of a German bachelor study program in International Industrial Engineering and the theoretical foundations of its design. Findings – Engineering education needs to move beyond simplistic comparative cross-cultural management theory. It needs to acknowledge cultural complexity in engineering through an integrated development of competencies for utilizing the benefits of cultural diversity. Originality/value – The contribution of this article lies in providing a practical example of how to develop integrated competencies for cultural diversity in engineering, as based on latest theory.
      PubDate: Mon, 11 Aug 2014 07:53:58 GMT
       
  • ‘Which hat do I say I’m wearing?’: Identity work of
           independent coaching practitioners
    • Authors: Christina Evans et al
      Abstract: European Journal of Training and Development, Volume 38, Issue 8, August 2014. Purpose The emerging coaching industry has created opportunities for individuals wishing to pursue a career as independent Executive/Career Coaches. Based on an investigation into the ‘lived experiences’ of independent coaches, this paper provides insights into the complexities of the identity work they perform. Design/methodology/approach This exploratory investigation was conducted using the principles of grounded theory, drawing on insights from ‘knowledgeable informants’ (eighteen in total) gained through interviews and focus group discussion. Findings Despite the attractiveness of pursuing an independent career, the findings surfaced a number of tensions in the way that independent coaches transform and perform their identity. One tension involves balancing notions of self-identity and ‘ideal work’, with presenting a credible self to different client groups, the purchasers of their services. Research limitations/implications As the research focused on a specific category of independent practitioners, more research is required to assess the generalizability of the findings to other categories of practitioners. Practical implications A framework illuminating the processual nature of identity work amongst independent coaches is presented. This could be used to inform developmental conversations with aspiring independent coaches, or to support the content on formal coaching programmes. Originality/value In drawing attention to the complexities of identity work performed by independent coaches, given the contingencies affecting their work, this research offers a different contribution to the coaching literature.
      PubDate: Wed, 06 Aug 2014 20:49:01 GMT
       
  • Effects of role models and gender on students’ entrepreneurial
           intentions
    • Authors: Saeid Karimi et al
      Abstract: European Journal of Training and Development, Volume 38, Issue 8, August 2014. Purpose Drawing on the Theory of Planned Behaviour (TPB), the present study explores the effects of entrepreneurial role models on entrepreneurial intention and its antecedents and examines the question of whether the effects vary by gender. Design/methodology/approach Data was collected from a sample of 331 students at seven universities in Iran. Structural equation modelling and bootstrap procedure were used to analyse the data. Findings Consistent with the TPB, our results show entrepreneurial role models to indirectly influence entrepreneurial intentions via the antecedents of intention. No gender differences in the relationship between perceived behaviour control and entrepreneurial intentions was found, but gender did moderate the other relationships within the TPB. Attitude towards entrepreneurship was a weaker predictor and subjective norms a stronger predictor of entrepreneurial intentions for female students than for their male counterparts. Furthermore, perceived behaviour control and attitudes towards entrepreneurship were more strongly influenced by role models for females as opposed to male students. Research limitations/implications Future studies should go beyond examining the mere fact of knowing entrepreneurial role models to examine the mechanisms underlying the relationship between role models and entrepreneurial intentions. Practical implications The results of this study have clear implications for both educators and policy makers. Originality/value The study contributes to the entrepreneurship literature by incorporating entrepreneurial role models and gender into the TPB and investigating their mediating and moderating effects within the model.
      PubDate: Wed, 06 Aug 2014 20:49:00 GMT
       
  • Transfer of learning: motivation, training design and learning-conducive
           work effects
    • Authors: Ana Inés Renta Davids et al
      Abstract: European Journal of Training and Development, Volume 38, Issue 8, August 2014. Purpose The present research analyses transfer of learning to workplace regarding to job-related training courses. Training courses analysed in this study are offered under the professional training for employment framework in Spain. Design/methodology/approach During the training courses trainees completed a self-reported survey of reasons for participation (time 1 data collection, N=447). Two months after training a second survey was sent to the trainees by email (time 2 data collection, N=158). Factor analysis, correlations and multiple hierarchical regressions were performed. Findings The results of this study demonstrate the importance of training relevance and training effectiveness in transfer of training. Results indicated that relevance, the extent training courses were related to participant’s workplace activities and professional development, positively influence transfer of training. Effectiveness, training features which facilitated participants to acquired knowledge and skills, also has a significant positively influence in transfer of training. Motivation to participate and learning-conducive workplace features also have a positive influence in transfer of training. Originality/value This study contributes to the understanding of transfer of learning in work-related training programs by analysing the factors that influence transfer of learning back to the workplace. The study has practical implication for training designers and education providers in order to enhance work-related training in the context the Professional Training for Employment Subsystem in Spain.
      PubDate: Wed, 06 Aug 2014 20:48:51 GMT
       
  • Tracing Teutonic footprints in VET around the world? The skills
           development strategies of German companies in the USA, China and India
    • Authors: Matthias Pilz et al
      Abstract: European Journal of Training and Development, Volume 38, Issue 8, August 2014. Purpose The transfer of the German vocational education and training (VET) system to other countries has been the topic of discussion and controversy. The present study focuses on the vocational and training behaviours of German corporations at their subsidiaries in the USA, China and India. Although all three countries are important markets for Germany, they are characterized by very different cultures, VET systems, and employment systems. Design/methodology/approach In this study, we rely on interviews with local training experts of German subsidiaries to analyse VET activities. Our analysis is based on convergence (standardisation) versus divergence (localisation) theory borrowed from approaches in international management studies. Findings The findings indicate a ‘localisation’ effect in all three nations. The similarities can be explained partially by the stronger focus on off-the job trainings and greater preferences for academic careers. Research limitations/implications The study is a pilot study. Practical implications The transfer of the German VET system to other countries seems to be very difficult. Originality/value Beyond this general debate, the specialist literature pays virtually no attention to the training practices of German companies abroad. We have tried to fill this research gap.
      PubDate: Thu, 31 Jul 2014 19:31:40 GMT
       
 
 
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