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A Life in the Day     Hybrid Journal   (Followers: 9)
Accounting Auditing & Accountability J.     Hybrid Journal   (Followers: 18)
Accounting Research J.     Hybrid Journal   (Followers: 24, SJR: 0.148, h-index: 3)
Accounting, Auditing and Accountability J.     Hybrid Journal   (Followers: 5, SJR: 0.972, h-index: 30)
Advances in Accounting Education     Hybrid Journal   (Followers: 12)
Advances in Appreciative Inquiry     Hybrid Journal   (Followers: 2, SJR: 0.107, h-index: 4)
Advances in Dual Diagnosis     Hybrid Journal   (Followers: 39)
Advances in Gender Research     Full-text available via subscription  
Advances in Mental Health and Intellectual Disabilities     Hybrid Journal   (Followers: 46, SJR: 0.211, h-index: 3)
Advances in Mental Health and Learning Disabilities     Hybrid Journal   (Followers: 22)
African J. of Economic and Management Studies     Hybrid Journal   (Followers: 9)
Agricultural Finance Review     Hybrid Journal   (Followers: 1)
Aircraft Engineering and Aerospace Technology     Hybrid Journal   (Followers: 114, SJR: 0.339, h-index: 15)
American J. of Business     Hybrid Journal   (Followers: 12)
Anti-Corrosion Methods and Materials     Hybrid Journal   (Followers: 4, SJR: 0.309, h-index: 23)
Arts Marketing : An Intl. J.     Hybrid Journal   (Followers: 10)
Asia Pacific J. of Marketing and Logistics     Hybrid Journal   (Followers: 7)
Asia-Pacific J. of Business Administration     Hybrid Journal   (Followers: 3, SJR: 0.237, h-index: 4)
Asian Education and Development Studies     Hybrid Journal   (Followers: 6)
Asian J. on Quality     Hybrid Journal   (Followers: 2)
Asian Review of Accounting     Hybrid Journal   (Followers: 1, SJR: 0.174, h-index: 3)
Aslib J. of Information Management     Hybrid Journal   (Followers: 8)
Aslib Proceedings     Hybrid Journal   (Followers: 185, SJR: 0.558, h-index: 23)
Assembly Automation     Hybrid Journal   (Followers: 1, SJR: 0.439, h-index: 20)
Baltic J. of Management     Hybrid Journal   (Followers: 2, SJR: 0.2, h-index: 10)
Benchmarking : An Intl. J.     Hybrid Journal   (Followers: 7, SJR: 0.554, h-index: 28)
British Food J.     Hybrid Journal   (Followers: 11, SJR: 0.361, h-index: 25)
Built Environment Project and Asset Management     Hybrid Journal   (Followers: 16, SJR: 0.248, h-index: 3)
Business Process Management J.     Hybrid Journal   (Followers: 8, SJR: 0.841, h-index: 31)
Business Strategy Series     Hybrid Journal   (Followers: 6, SJR: 0.151, h-index: 3)
Campus-Wide Information Systems     Hybrid Journal   (Followers: 5, SJR: 0.246, h-index: 12)
Career Development Intl.     Hybrid Journal   (Followers: 9, SJR: 0.721, h-index: 22)
China Agricultural Economic Review     Hybrid Journal   (Followers: 1, SJR: 0.419, h-index: 6)
China Finance Review Intl.     Hybrid Journal   (Followers: 4)
Chinese Management Studies     Hybrid Journal   (Followers: 4, SJR: 0.424, h-index: 7)
Circuit World     Hybrid Journal   (Followers: 14, SJR: 0.297, h-index: 15)
Clinical Governance: An Intl. J.     Hybrid Journal   (Followers: 21, SJR: 0.176, h-index: 13)
Collection Building     Hybrid Journal   (Followers: 10, SJR: 0.461, h-index: 8)
COMPEL: The Intl. J. for Computation and Mathematics in Electrical and Electronic Engineering     Hybrid Journal   (Followers: 5, SJR: 0.224, h-index: 18)
Competitiveness Review : An Intl. Business J. incorporating J. of Global Competitiveness     Hybrid Journal   (Followers: 3)
Construction Innovation: Information, Process, Management     Hybrid Journal   (Followers: 15)
Corporate Communications An Intl. J.     Hybrid Journal   (Followers: 4, SJR: 0.394, h-index: 18)
Corporate Governance Intl. J. of Business in Society     Hybrid Journal   (Followers: 6, SJR: 0.345, h-index: 21)
Critical Perspectives on Intl. Business     Hybrid Journal   (SJR: 0.311, h-index: 11)
Cross Cultural Management An Intl. J.     Hybrid Journal   (Followers: 7, SJR: 0.648, h-index: 6)
Development and Learning in Organizations     Hybrid Journal   (Followers: 7, SJR: 0.123, h-index: 6)
Direct Marketing An Intl. J.     Hybrid Journal   (Followers: 6)
Disaster Prevention and Management     Hybrid Journal   (Followers: 15, SJR: 0.352, h-index: 24)
Drugs and Alcohol Today     Hybrid Journal   (Followers: 63, SJR: 0.129, h-index: 2)
Education + Training     Hybrid Journal   (Followers: 16, SJR: 0.39, h-index: 21)
Education, Business and Society : Contemporary Middle Eastern Issues     Hybrid Journal   (SJR: 0.243, h-index: 6)
Employee Relations     Hybrid Journal   (Followers: 6, SJR: 0.446, h-index: 16)
Engineering Computations     Hybrid Journal   (Followers: 4, SJR: 0.567, h-index: 36)
Engineering, Construction and Architectural Management     Hybrid Journal   (Followers: 16, SJR: 0.468, h-index: 20)
Equal Opportunities Intl.     Hybrid Journal   (Followers: 3)
Equality, Diversity and Inclusion : An Intl. J.     Hybrid Journal   (Followers: 14, SJR: 0.37, h-index: 4)
Ethnicity and Inequalities in Health and Social Care     Hybrid Journal   (Followers: 9, SJR: 0.109, h-index: 1)
EuroMed J. of Business     Hybrid Journal  
European Business Review     Hybrid Journal   (Followers: 5, SJR: 0.368, h-index: 15)
European J. of Innovation Management     Hybrid Journal   (Followers: 14, SJR: 0.442, h-index: 22)
European J. of Marketing     Hybrid Journal   (Followers: 21, SJR: 0.957, h-index: 38)
European J. of Training and Development     Hybrid Journal   (Followers: 8, SJR: 0.296, h-index: 18)
Evidence-based HRM     Hybrid Journal   (Followers: 7)
Facilities     Hybrid Journal   (Followers: 2, SJR: 0.34, h-index: 13)
foresight     Hybrid Journal   (Followers: 7, SJR: 0.62, h-index: 16)
Gender in Management : An Intl. J.     Hybrid Journal   (Followers: 11, SJR: 0.495, h-index: 17)
Grey Systems : Theory and Application     Hybrid Journal  
Health Education     Hybrid Journal   (Followers: 4, SJR: 0.345, h-index: 13)
Higher Education, Skills and Work-based Learning     Hybrid Journal   (Followers: 37, SJR: 0.121, h-index: 2)
History of Education Review     Hybrid Journal   (Followers: 8, SJR: 0.102, h-index: 1)
Housing, Care and Support     Hybrid Journal   (Followers: 9, SJR: 0.155, h-index: 3)
Human Resource Management Intl. Digest     Hybrid Journal   (Followers: 13, SJR: 0.105, h-index: 5)
Humanomics     Hybrid Journal   (Followers: 2, SJR: 0.104, h-index: 1)
Indian Growth and Development Review     Hybrid Journal   (SJR: 0.131, h-index: 1)
Industrial and Commercial Training     Hybrid Journal   (Followers: 5, SJR: 0.318, h-index: 10)
Industrial Lubrication and Tribology     Hybrid Journal   (Followers: 6, SJR: 0.46, h-index: 15)
Industrial Management & Data Systems     Hybrid Journal   (Followers: 3, SJR: 0.989, h-index: 54)
Industrial Robot An Intl. J.     Hybrid Journal   (Followers: 3, SJR: 0.421, h-index: 25)
Info     Hybrid Journal   (SJR: 0.337, h-index: 17)
Information and Computer Security     Hybrid Journal   (Followers: 15, SJR: 0.29, h-index: 28)
Information Technology & People     Hybrid Journal   (Followers: 57, SJR: 0.664, h-index: 21)
Interactive Technology and Smart Education     Hybrid Journal   (Followers: 13)
Interlending & Document Supply     Hybrid Journal   (Followers: 93, SJR: 0.593, h-index: 10)
Internet Research     Hybrid Journal   (Followers: 57, SJR: 0.846, h-index: 44)
Intl. J. for Lesson and Learning Studies     Hybrid Journal   (Followers: 2)
Intl. J. for Researcher Development     Hybrid Journal   (Followers: 8)
Intl. J. of Accounting and Information Management     Hybrid Journal   (Followers: 6, SJR: 0.265, h-index: 4)
Intl. J. of Bank Marketing     Hybrid Journal   (Followers: 4, SJR: 0.672, h-index: 26)
Intl. J. of Climate Change Strategies and Management     Hybrid Journal   (Followers: 9, SJR: 0.211, h-index: 3)
Intl. J. of Clothing Science and Technology     Hybrid Journal   (Followers: 4, SJR: 0.436, h-index: 20)
Intl. J. of Commerce and Management     Hybrid Journal  
Intl. J. of Conflict Management     Hybrid Journal   (Followers: 11, SJR: 0.322, h-index: 31)
Intl. J. of Contemporary Hospitality Management     Hybrid Journal   (Followers: 11, SJR: 1.2, h-index: 24)
Intl. J. of Culture Tourism and Hospitality Research     Hybrid Journal   (Followers: 14, SJR: 0.113, h-index: 1)
Intl. J. of Development Issues     Hybrid Journal   (Followers: 7)
Intl. J. of Disaster Resilience in the Built Environment     Hybrid Journal   (Followers: 5, SJR: 0.181, h-index: 5)
Intl. J. of Educational Management     Hybrid Journal   (Followers: 4, SJR: 0.508, h-index: 16)
Intl. J. of Emergency Services     Hybrid Journal   (Followers: 2)
Intl. J. of Emerging Markets     Hybrid Journal   (Followers: 2)
Intl. J. of Energy Sector Management     Hybrid Journal   (Followers: 4, SJR: 0.187, h-index: 7)

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Journal Cover   European Journal of Training and Development
  [SJR: 0.296]   [H-I: 18]   [8 followers]  Follow
   Hybrid Journal Hybrid journal (It can contain Open Access articles)
   ISSN (Print) 2046-9012
   Published by Emerald Homepage  [311 journals]
  • Examining Perception of Competency through Practicum Competencies Outline
    • Authors: Giovanna Esposito, Maria Francesca Freda, Valentina Bosco
      Abstract: European Journal of Training and Development, Volume 39, Issue 8, September 2015.
      Purpose This study examines the self-perceived competences of 231 Italian students enrolled in a psychological degree program and involved in practicum. It analyzes 1) the subjective perception of the competences that students expect to develop, acknowledge as developed and that might be inferred from tasks performed during the practicum; 2) the level of expertise (novice, intermediate, or advanced) of these competences; and 3) the relation between the practicum facility and the competences. Design/methodology/approach We administered an ad hoc survey comprising open-ended questions and used the Practicum Competencies Outline (Hatcher & Lassiter, 2007) as a framework for the content analysis. Findings The results revealed poor perception of some competency domains, such as Diversity: Individual and Cultural Differences; Development of Leadership; Application of Research and Ethics; and a frequent acknowledgment of Psychological Assessment and Professional Development. Before the practicum, the students expected to develop competence mainly at a novice level of expertise; after the practicum, the intermediate level of competences acknowledged as developed and inferred from performed tasks increased. Research limitations/implications The findings have implications for research on competence-based training, such as the necessity of self-assessment training evaluation. Practical implications Undergraduate psychology students must reflect on the value of psychological competences during their formative training to re-orient their learning process and build a competent professional role. Moreover, psychological facilities and university must share common objectives in training undergraduate students. Originality/value This study is the first attempt to analyze college Italian students’ subjective perceptions of psychological competencies expected or developed during practicum .
      Citation: European Journal of Training and Development
      PubDate: 2015-09-16T12:20:36Z
      DOI: 10.1108/EJTD-05-2015-0037
  • Proactive Personality and Training Motivation among Older Workers: A
           Mediational Model of Goal Orientation
    • Authors: Ilaria Setti, Paola Dordoni, Beatrice Piccoli, Massimo Bellotto, Piergiorgio Argentero
      Abstract: European Journal of Training and Development, Volume 39, Issue 8, September 2015.
      Purpose In a context characterized by growing ageing of the global population, this paper aims at examine the relationship between proactive personality and training motivation among older workers (aged over 55). First, we have hypothesized that proactive personality predicts the motivation to learn of older workers, and furthermore that this relationship is mediated by goal orientation. In particular, we have hypothesized that learning goal orientation may mediate the relationship between proactive personality and learning motivation. Design/methodology/approach Employees of an Italian bank completed an on-line questionnaire. AMOS 17 was used in order to carry out Confirmatory Factor Analysis, and SPSS-macro to test the meditational model. Findings Our results confirm both the hypotheses, demonstrating the influence of proactive personality on training motivation of older workers, as mediated by goal orientation, and in particular by learning goal orientation. Practical implications From an applicative point of view, this study may have implications for organizations which aim to increase the employability of older people by encouraging them to undertake more training. In particular, interventions aimed at increasing learning goal orientation could contribute to strengthen proactive personality that, in turn, may affect levels of training motivation. Originality/value Even if proactive personality has been already found as a predictor of learning motivation, to the best of our knowledge the present study demonstrates that the relationship between proactive personality and training motivation is mediated by goal orientation among older workers.
      Citation: European Journal of Training and Development
      PubDate: 2015-09-16T12:20:35Z
      DOI: 10.1108/EJTD-03-2015-0018
  • The Perceived Effectiveness of the School Based Support Program: A
           National Capacity Building Initiative by the National Center for
           Educational Development at Qatar University.
    • Authors: Abdullah M. Abu-Tineh
      Abstract: European Journal of Training and Development, Volume 39, Issue 8, September 2015.
      Purpose School based support program (SBSP) was designed to collectively build the capacity and promote the overall quality of teaching and learning in identified independent schools in the State of Qatar. Therefore, the purpose of this study was to investigate the effectiveness of the school based support program (SBSP) as perceived by teachers who participated in this program. Design/methodology/approach This study is quantitative in nature and was conducted using a survey methodology as its research design. A variety of statistical techniques were utilized in this research. Means, standard deviations, t-test, and one-way analysis of variance (ANOVA) were utilized to analyze gained data. Findings The findings indicated that teachers perceived the effectiveness of School Based Support Program (SBSP) to be moderate-to- high. Further, there was a significant difference between male and female teachers in their perceptions of the effectiveness of SBSP overall. Male participant teachers perceived SBSP overall to be more effective than female participant teachers did. However, there were no significant differences among participant teachers in perceiving the effectiveness of SBSP that are attributed to their teaching experience or academic qualifications. Originality/value This paper suggests a common level of satisfaction of the SBSP program that was launched just two years ago. At the same time, however, many recommendations and implications were discussed and suggested to enhance the effectiveness of the program.
      Citation: European Journal of Training and Development
      PubDate: 2015-09-16T12:20:35Z
      DOI: 10.1108/EJTD-02-2014-0008
  • The Factors and Conditions for National Human Resource Development in
    • Authors: Torrence E Sparkman
      Abstract: European Journal of Training and Development, Volume 39, Issue 8, September 2015.
      Purpose Purpose- This paper’s main purpose is to understand the factors and conditions that influence National Human Resource Development in Brazil. In this paper the transitioning nature of the political, economic, social, and educational conditions, the current challenges and trends that may impact NHRD, and the current status of NHRD research in Brazil are examined. Design/methodology/approach Design/methodology/approach- A search of the research literature focused on the political, economic, cultural, social and educational environment and the research associated with NHRD in Brazil was conducted. After searching several databases including: Academic Search Complete, Google Scholar, ERIC and EBSCO, several articles were selected and analyzed based on the depth of description of the conditions and research. Findings Findings- Among the factors discovered race, gender and educational equality are still concerns. The complex nature of the relationship between the Brazilian government, its people and organizations, as well as, the efforts of Brazil’s multinational and indigenous organizations to address their national development needs are also presented. Originality/value Originality/value- Brazil is currently and projected to be long-term player in the global economy, however it struggles to cope with conditions incongruent to the country’s long term success. This paper frames the conditions and suggests ways of moving forward through HRD practice, policy and research in Brazil.
      Citation: European Journal of Training and Development
      PubDate: 2015-09-16T12:20:34Z
      DOI: 10.1108/EJTD-03-2015-0016
  • Two profiles of the Dutch High Performing Employee
    • Authors: A.A. de Waal, Michella Oudshoorn
      First page: 570
      Abstract: European Journal of Training and Development, Volume 39, Issue 7, August 2015.
      Purpose Organizational performance depends for a large part on the commitment of employees. Employees provide their knowledge, skills, experiences and creativity to the organization, which makes them critical to the success of the organization. This study explores the profile of an ideal employee, to be more precise the behavioral characteristics of the Dutch high performing employee (HPE). Design/methodology/approach The behavioral characteristics of the Dutch high performing employee were identified on the basis of a literature review and a questionnaire distributed to 420 Dutch managers and employees. Findings Not one but two profiles for the ideal employee were found. First, an HPE profile was compiled based on the perspectives of managers, which can be used for evaluating employees and recruiting new employees. Second, an HPE profile was compiled based on the perspectives of employees themselves, which can be used for setting up development and coaching programs for employees. Originality/value Most organizations work with one profile of the ideal employee. This study shows however that two profiles are needed for such an employee, each with a particular application.
      Citation: European Journal of Training and Development
      PubDate: 2015-08-29T12:28:09Z
      DOI: 10.1108/EJTD-12-2014-0082
  • Human Capital, HRD and VET: The case of India
    • First page: 586
      Abstract: European Journal of Training and Development, Volume 39, Issue 7, August 2015.
      Purpose The paper aims at analyzing the role of HC, HRD and VET, in the emerging Indian economy. How may we define the HC, HRD and VET in India? To what extent and how as HRD investments in India contributed to recent India’s economic development? What were the investments and what were the returns? Who invested and who obtained the returns? Is India really different from other countries? Design/methodology/approach To achieve that goal we use a model of the HC, HRD and VET national market. Specifically we divide the analysis in four broad stages: a) stocks, investments and outcomes; b) supply, demand, price and quantity; c) needs; d) private and public forces. Findings We conclude that the India's HC, HRD and VET have been growing and will have to grow even more, for India to become developed. Currently the urgency is even greater in the HRD and VET side than in the education side. The government goals for 2022 are immense, and the raise in the HRD and VET in India that is aimed will effectively change India's economy and society. Research limitations/implications We only use secondary data. We believe that a deeper and very detailed study on all the States of India could be made, following this paper. Also the analysis could be replicated for the other BRICS. Practical implications India HRD and VET marlket is described as being one of the major India's problems of today and promises of tomorrow. Originality/value Also we believe the paper is original because it analyzes India's HC, HRD and VET with a new conceptual model
      Citation: European Journal of Training and Development
      PubDate: 2015-08-29T12:28:02Z
      DOI: 10.1108/EJTD-10-2014-0069
  • A longitudinal, mixed method evaluation of self-awareness training in the
    • Authors: Anna Sutton, Helen M Williams, Christopher W Allinson
      First page: 610
      Abstract: European Journal of Training and Development, Volume 39, Issue 7, August 2015.
      Purpose This study investigated whether self-awareness, which is associated with general well-being and positive life outcomes, is also of specific benefit in the workplace. We tested the relationship between self-awareness and job-related well-being, and evaluated two different interventions designed to improve dispositional self-awareness at work. Design/methodology/approach Full-time employees took part in these training interventions and completed questionnaires using a switching replications design. Questionnaires measured dispositional self-attentiveness (reflection and rumination) and job well-being (satisfaction, enthusiasm and contentment) at three time points over a period of six weeks. Statistical analyses were complemented with qualitative analysis of reported impacts. Findings Self-awareness was positively associated with job-related well-being and was improved by training. Employees reported gaining a greater appreciation of diversity, improved communication with colleagues and increased confidence. Research limitations/implications Sample size limited the extent to which the relatively weak relationships between the concepts could be identified. Practical implications Self-awareness is demonstrated to be of value at work, associated with higher well-being and improvements in several positive occupational outcomes. The self-awareness training is more likely to result in active work-based improvements than in reflective changes. Originality/value Dispositional self-awareness is shown to be subject to change through training. The study demonstrates the value of self-awareness at work and identifies a range of related work outcomes.
      Citation: European Journal of Training and Development
      PubDate: 2015-08-29T12:28:05Z
      DOI: 10.1108/EJTD-04-2015-0031
  • Strategic Learning Capability: Through the Lens of Environmental Jolts
    • Authors: Hanna Moon, Chan Lee
      First page: 628
      Abstract: European Journal of Training and Development, Volume 39, Issue 7, August 2015.
      Purpose This paper tries to deepen the understanding of strategic learning through the lenz of environmental jolts. Design/methodology/approach Strategic learning is explained from the three paradigms of organizational learning. Findings Organizational learning provides a firm foundation to develop and elaborate the concept of strategic learning that can help organizations gain competitive advantage and adaptive capability. Research limitations/implications Alan Meyer’s environmental jolt model is meaningful in that it is derived from stimulus-response model, which still explains important aspects of strategic learning. Practical implications Embedding a strategic learning capability will help organizations development fit with external environments. Originality/value This paper enlightens strategic learning as a model II learning at the system level from a stimulus-response mechanism and opens up new possibilities of incorporating higher-order capability.
      Citation: European Journal of Training and Development
      PubDate: 2015-08-29T12:28:10Z
      DOI: 10.1108/EJTD-07-2014-0055
  • Training comprehensiveness: construct development and relation with role
    • Authors: Anugamini Priya Srivastava, Rajib Lochan Dhar
      First page: 641
      Abstract: European Journal of Training and Development, Volume 39, Issue 7, August 2015.
      Purpose This study developed the scale for perception for training comprehensiveness and attempts to examine the influence of perception of training comprehensiveness on role behavior: teacher’s efficacy as mediator & job autonomy as a moderator. Design/methodology/approach Through the steps for a generation, refinement, purification & validation of the scale, the measures of training comprehensiveness is been defined, followed by exploratory factor analysis. 961 primary school teachers & 323 principals participated in the study. Teachers rated their perception of training comprehensiveness, self efficacy & job autonomy, while principal rated the role behavior of teachers, to avoid self reporting biases. Findings Regression analysis showed that (a) training comprehensiveness affects teacher self efficacy, (b) higher teachers’ efficacy increases the teacher’s role behavior, (c) training comprehensiveness indirectly influences, role behavior & (d) job autonomy moderated the channel of teacher’s efficacy & role behavior. These results indicated that in primary schools specifically in rural areas of India, individual perception of training, a skill development, HRD practice, induces their role behavior via raising their efficacy to combat with adverse situations. Job autonomy on an independent basis moderates the positive relationship between self efficacy & role behavior. Practical implications This study also provides various practical & research based implications Originality/value The scale for training comprehensiveness has been developed and its impact on behavioral attributes like efficacy and role behavior is examined for on a sample of teachers.
      Citation: European Journal of Training and Development
      PubDate: 2015-08-29T12:28:02Z
      DOI: 10.1108/EJTD-06-2015-0039
  • The Job of A Performance Consultant: A Qualitative Content Analysis of Job
    • Authors: Saul Carliner, Chantal Castonguay, Emily Sheepy, Ofelia Ribeiro, Hiba Sabri, Chantal Saylor
      First page: 458
      Abstract: European Journal of Training and Development, Volume 39, Issue 6, July 2015.
      Purpose Purpose Two ongoing discussions in the field are the competencies needed by training and development professionals, and the role of consulting within the field. This study explores the competencies needed by performance consultants, a particular role identified for training and development professionals. The role was formally named and promoted nearly two decades ago. . Design/methodology/approach Design/methodology/approach This study identifies the general competencies needed by a performance consultant as reflected in job descriptions for the position. It accomplished this goal by collecting job descriptions for the position from organizations in Canada (the result of a practical arrangement with an organization that would collect the descriptions and remove identifying information before the research team analyzed them), systematically analyzing them using qualitative content analysis techniques, and generating a profile of the position, which can be used as a basis for further analysis of the position. Findings Findings The job title and competencies sought in the job descriptions differ from those proposed in the literature. Specific areas of difference include the title (none of the job descriptions analyzed explicitly used the title performance consultant), role in needs analysis and client relationships, technology competence (the job descriptions sought little, if any, while the literature suggests broad conceptual knowledge), and qualifications (most job descriptions only require a bachelor’s degree; many training and development professionals have more education). Research limitations/implications The profile presented in this paper only represents that used in job descriptions (typically an idealized version) and in a particular national context. But if the results are validated with other methodologies and in other contexts, they suggest that the actual consulting role significantly differs from the one conceptualized in the literature. Practical implications The findings suggest that the consultant role conceived in the literature differs from the actual job expected by employers, at least as reflected in job descriptions. Research with incumbents in the job is needed to assess whether the inconsistencies are also reflected in the day-to-day work. Originality/value The paper provides one of the few empirical studies of the job responsibilities of a performance consultant
      Citation: European Journal of Training and Development
      PubDate: 2015-07-29T08:43:56Z
      DOI: 10.1108/EJTD-01-2015-0006
  • The mediating role of social support in the evaluation of training
    • Authors: Rita Alvelos, Aristides I Ferreira, Reid Bates
      First page: 484
      Abstract: European Journal of Training and Development, Volume 39, Issue 6, July 2015.
      Purpose According to the literature, social support, perceived content validity, transfer design, the motivation to improve work through learning and positive transfer, contribute to the effectiveness of training. In this sense, the present study aims to contribute to the understanding of factors that affect training effectiveness. Design/methodology/approach The sample used consisted of 202 employees with ages between 18 and 60, working for an insurance company where they had training for a period of three months. Findings Our results show a relationship between perceived content validity and transfer design, as well as with the motivation to improve work through learning. A mediating role of social support was also evident in this relationship. Finally we highlight the findings of the relationship between motivation to improve work through learning and positive transfer. Originality/value These findings contribute to the literature by demonstrating how the role of social support can increase training effectiveness in organizations.
      Citation: European Journal of Training and Development
      PubDate: 2015-07-29T08:44:04Z
      DOI: 10.1108/EJTD-12-2014-0081
  • Can reflection boost competences development in organizations?
    • Authors: Florence Nansubuga, John C Munene, Joseph M Ntayi
      First page: 504
      Abstract: European Journal of Training and Development, Volume 39, Issue 6, July 2015.
      Purpose This paper examined the gaps in some existing competence frameworks and investigated the power of reflection on one’s behaviour to improve the process of the competences development. Design/methodology/approach We used a correlational design and a quasi-experimental non-equivalent group design involving a baseline assessment (pre-test) of participants’ ability to reflect on their actions instead of applying the standardised competences. Participants were placed in a treatment group and control groups. The treatment group was exposed to a coaching intervention in reflection and operant competence development. Six months later, we conducted post-test assessment to assess effect size caused by the coaching intervention regarding the treatment group’s ability to reflect and transform standardised competences into operant competences. Findings The results showed that reflection and operant competences correlates significantly. Secondary there was a larger effect size between the pre-test and post-test assessment results for the treatment group implying change in reflective practice and acquisition of operant competences. Practical implications The results demonstrated the need to utilise reflection as a component that will add value to the existing competence frameworks. Originality/value The research adds value to the existing competence development frameworks by introducing reflective practice among managers to create competences that are compatible with the operational context.
      Citation: European Journal of Training and Development
      PubDate: 2015-07-29T08:43:58Z
      DOI: 10.1108/EJTD-01-2015-0004
  • Canadian chefs’ workplace learning
    • Authors: Paulette Cormier-MacBurnie, Wendy Doyle, Peter Mombourquette, Jeffrey D. Young
      First page: 522
      Abstract: European Journal of Training and Development, Volume 39, Issue 6, July 2015.
      Purpose This article examines the formal and informal workplace learning of professional chefs. In particular it considers chefs’ learning strategies and outcomes as well as the barriers to and facilitators of their workplace learning. Design/methodology/approach The methodology is based on in-depth, face-to-face, semi-structured interviews with 12 executive chefs from a variety of restaurant types. Chefs were asked questions that focused on how they learned, the learning outcomes that they experienced, and factors that inhibited or facilitated their learning. Findings Findings suggest that the strategies, outcomes, barriers, and facilitators experienced by professional chefs are similar in many respects to those of other occupational/professional groups. However, there were some important differences that highlight the context of chefs’ workplace learning. Research limitations/implications The sample, which is relatively small and local, focuses on one city in Canada, and is limited in its generalizability. Future research should include a national survey of professional chefs. Originality/value Using a qualitative approach this in-depth study adds to the literature on workplace learning, strategies, outcomes, barriers, facilitators and context factors by addressing a relatively understudied profession.
      Citation: European Journal of Training and Development
      PubDate: 2015-07-29T08:44:00Z
      DOI: 10.1108/EJTD-01-2015-0003
    • Authors: Muhammad Awais Bhatti
      First page: 538
      Abstract: European Journal of Training and Development, Volume 39, Issue 6, July 2015.
      Purpose The purpose of this paper is to highlight the factors that aid e-training adoption in the Nigerian civil service. Design/methodology/approach This paper is based on review of past literature from data bases, reports, newspapers, magazines etc. Literature recognized the role of perceived cost, computer self-efficacy, availability of resources and perceived support in e-training adoption. Using Technology Acceptance Model (TAM), this paper explained the importance of these variables in e-training adoption in developing country context. Findings We found that the combined role of perceived cost, computer self-efficacy, technological infrastructure, internet facilities, power supply, organisational support, technical support and government support is critical for e-training adoption in developing countries, particularly in Nigeria. Thus, we proposed the combination of these variables which would encourage future research on the use of TAM in technology adoption. Research limitations/implications This Paper gives an elaboration of the role of computer self-efficacy, perceived cost, availability of resources and perceived support with TAM as base of the framework. This provides researchers the opportunity to test the proposed framework empirically and further suggest other variables that can aid e-training adoption in the context of developing country. Practical implications The result of this paper can serve as a guide to managers and policy makers to have a better understanding of the requirements for e-training adoption especially in developing countries. This will go a long way towards designing good policies that could maximize e-training results. Originality/value This paper adds to the existing literature on e-training and TAM with the suggestion of proposed variables
      Citation: European Journal of Training and Development
      PubDate: 2015-07-29T08:44:02Z
      DOI: 10.1108/EJTD-11-2014-0077
  • Human Interactions, Processes and Contexts: Reflections on the Past and
           Envisioning the Future
    • Pages: 565 - 567
      Abstract: European Journal of Training and Development, Volume 39, Issue 6, Page 565-567, July 2015.

      Citation: European Journal of Training and Development
      PubDate: 2015-08-21T08:51:28Z
      DOI: 10.1108/EJTD-07-2015-0053
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