Perceived Training Effectiveness Research Articles

Health Care Trainees' and Professionals' Perceptions of ChatGPT in Improving Medical Knowledge Training: Rapid Survey Study.

ChatGPT is a powerful pretrained large language model. It has both demonstrated potential and raised concerns related to knowledge translation and knowledge transfer. To apply and improve knowledge transfer in the real world, it is essential to assess the perceptions and acceptance of the users of ChatGPT-assisted training. We aimed to investigate the perceptions of health care trainees and professionals on ChatGPT-assisted training, using biomedical informatics as an example. We used purposeful sampling to include all health care undergraduate trainees and graduate professionals (n=195) from January to May 2023 in the School of Public Health at the National Defense Medical Center in Taiwan. Subjects were asked to watch a 2-minute video introducing 5 scenarios about ChatGPT-assisted training in biomedical informatics and then answer a self-designed online (web- and mobile-based) questionnaire according to the Kirkpatrick model. The survey responses were used to develop 4 constructs: "perceived knowledge acquisition," "perceived training motivation," "perceived training satisfaction," and "perceived training effectiveness." The study used structural equation modeling (SEM) to evaluate and test the structural model and hypotheses. The online questionnaire response rate was 152 of 195 (78%); 88 of 152 participants (58%) were undergraduate trainees and 90 of 152 participants (59%) were women. The ages ranged from 18 to 53 years (mean 23.3, SD 6.0 years). There was no statistical difference in perceptions of training evaluation between men and women. Most participants were enthusiastic about the ChatGPT-assisted training, while the graduate professionals were more enthusiastic than undergraduate trainees. Nevertheless, some concerns were raised about potential cheating on training assessment. The average scores for knowledge acquisition, training motivation, training satisfaction, and training effectiveness were 3.84 (SD 0.80), 3.76 (SD 0.93), 3.75 (SD 0.87), and 3.72 (SD 0.91), respectively (Likert scale 1-5: strongly disagree to strongly agree). Knowledge acquisition had the highest score and training effectiveness the lowest. In the SEM results, training effectiveness was influenced predominantly by knowledge acquisition and partially met the hypotheses in the research framework. Knowledge acquisition had a direct effect on training effectiveness, training satisfaction, and training motivation, with β coefficients of .80, .87, and .97, respectively (all P<.001). Most health care trainees and professionals perceived ChatGPT-assisted training as an aid in knowledge transfer. However, to improve training effectiveness, it should be combined with empirical experts for proper guidance and dual interaction. In a future study, we recommend using a larger sample size for evaluation of internet-connected large language models in medical knowledge transfer.

The more perceived training effectiveness, the greater the risk of voluntary separation: testing a turnover intent model among police officers in Taiwan

Purpose Building on Lambert’s (2001) work on turnover intent in law enforcement, this study examines how organizational characteristics and job attitudes along with job satisfaction, and organizational commitment affect turnover intent among Taiwanese police officers.Design/methodology/approach Data were collected from the New Taipei City Police Department (NTCPD) in the summer of 2012 via stratified random sampling (N = 1,035). Structural equation modeling was employed to examine factors affecting turnover intent.Findings Job satisfaction and organizational commitment reduced the risk of turnover, while job stressors and training effectiveness directly increased the risk. Worthy of note, officers with a Central Police University degree and who were married had a lower risk of turnover.Originality/value This study applies Lambert’s (2001) turnover intent model in law enforcement agencies developed in the West to a non-western policing setting. The use of SEM assures the robustness of the findings. Some noteworthy contrasts in findings from Western and non-Western settings are presented.

A Qualitative Study to Identify Characteristics of a Desirable Training Program for Prevention of Occupational Skin Disease.

Training and education may be effective strategies for the prevention of work-related contact dermatitis. While there is some information in the literature related to skin-specific training experiences, there is very little information available on workers' preferences related to content and format and to barriers and facilitators to training. To understand workers' experiences and preferences for workplace training and barriers and facilitators to training. Following ethics approval, 24 patients with work-related contact dermatitis participated in semi-structured interviews obtaining information on training experiences, perceived training effectiveness, desired training characteristics, and barriers and facilitators to training. An inductive thematic analysis was used to identify themes. Though many workers had received general workplace health and safety training, none reported training about skin exposure and disease prevention. Examples of what the workers perceived as good training included first aid training, while Workplace Hazardous Materials Information System training was felt to be ineffective. Desired content of training for preventing skin exposures included information on the hazards, short- and long-term health impacts, and potential symptoms and personal protective equipment. They desired multi-modal presentation (e.g. in-person and online supplement), hands-on training with visual content and suggested the use of personal stories and negative messaging. Training that could be applied outside the workplace was also valued. Barriers and facilitators to implementation included factors related to the training program itself, the organization, and the regulatory landscape. These findings can help to shape more effective workplace training programs for skin protection.

The Management Scouting Behaviors of Employees in Oil &amp; Gas Companies in Iraq

The main purpose of this study is to outline and identify the influences of employees' job and organizational engagement on their scouting behavior. The study investigates the structural mechanisms between the effectiveness of quality of organizationemployees relationship, intrinsic motivation, creative process engagement, and training effectiveness, as well as their effectiveness on employee scouting. The study was conceived and carried out using the form of Quantitative Analysis. Iraq has identified the survey community; a total of 150 respondents have received from employees of oil and gas companies. Simple and multiple regression analysis was used to analyzing the hypothesis of study. The present study builds on the connectivity parameters of employees at both personal (e.g., intrinsic motivation of creativity, innovative process involvement) and organizational or administrative levels (e.g., the quality of employees' perceived relationship with their organization, perceived training effectiveness) when developing a model that connects the scouting behaviors of employees and their context in a comprehensive measured way. Simple and multiple regression methods were demonstrated between the variables to the examinations of the hypothesis in our study, and by analyzing our data we could support the relationship between the variables and the hypotheses

Assessment of effectiveness of trainings conducted by ICAR

Training is essential not only to increase productivity, but also to keep workers of an organization motivated and inspired. In this study, the effectiveness of trainings conducted by Indian Council of Agricultural Research (ICAR) during 2017-18 in which 901 Scientists, 506 Technical, 519 Administrative and 313 Skilled Support Staff (SSS) from 106 ICAR-Institutes across 26 States/UTs participated was assessed by HRM Unit, ICAR HQs, New Delhi during 2018-19. Study revealed that the pooled perceived training effectiveness index (PTEI) was 3.86, referring medium effectiveness of trainings. The mean PTEI score was the highest for SSS (3.94) followed by Administrative staff (3.90). Overall, most of the participants (58.83%) reported medium degree of effectiveness of the training programmes. Behavioural changes and changes in practices as a consequence of exposure to the trainings are evident from the findings. The study revealed that perceived effectiveness was significantly associated with age, gender and duration of training programmes. Some observed constraints by the trainees were inadequate infrastructure at Institutes, sometimes lesser relevancy of few topics and lack of practical exposure. The major suggestions were inclusion of more practical sessions, follow up programmes for trainee-trainer meet, and increasing the duration of the trainings in few cases. The trainings organised by ICAR should continue for all staff categories to bring about desirable changes in competencies.

Exploring the training methods for effective employee's performance in IT organisations in India: a SEM approach

In the dynamic phase of the market, all organisations have a variety of opportunities to grab and number of challenges to satisfy. The purpose of this study is to shed more light into the relationship of perceived training effectiveness, with various variable factors like performance appraisal, skill development, leadership etc. based on empirical research, conducted in IT organisations. A structured instrument was developed based on the review of the literature of the theme of research for data collection from the employees of top 5 IT organisations (as per NASSCOM 2016-2017). The present research provides an exclusive theoretical model that demonstrates the impact of on-the-job and off-the-job training in work efficiency, work quantity and work quality. It is concluded that if an organisation wants to increase their employee's performance they need to have a balance between on the job training and off the job training.

Transfer of training determinants in Indian public organisations

The paper investigates the transfer of training determinants in selected Indian public organisations. The research uses the Kirkpatrick framework and context, input, process, and product (CIPP) model to develop and confirm a research model. Using a cross-sectional survey design, a total of 115 questionnaires were distributed to training participants. Data was analysed using structural equation modelling technique. Findings indicate that employee's overall satisfaction, training component, perceived training utility and trainer's performance relate to training effectiveness. Further, work environment and perceived transfer performance relate to transfer of training. Participant's perceived training effectiveness, motivation to transfer training and training design jointly determine the transfer of training. The research contributes to the literature through advancing the understanding of transfer of training determinants in Indian public organisations. For training professionals, the model and instrument could be used for future training evaluation. One key limitation of the research is that the findings cannot be generalised, as the sample is not random.

Predicting High School Teacher Use of Technology: Pedagogical Beliefs, Technological Beliefs and Attitudes, and Teacher Training

The current study aims to explore predictors that independently contribute to high school teacher use of technology in general and for different teaching purposes (student-centered and traditional). High school teachers (N = 928) responded to a survey that consisted of measures in several categories: (1) teachers’ background variables, (2) teachers’ pedagogical beliefs, (3) teachers’ attitudes or beliefs towards technology, (4) teachers’ perceived training effectiveness. A series of multilevel models were used to explore the independent effects of these factors on teacher use of technology in general and for different teaching purposes. The results showed that teachers’ technology self-efficacy was a significant predictor of teacher use of technology. More importantly, teachers’ instructional approach, openness towards technology, and perceived teaching training effectiveness were more salient when predicting teacher use technology to support student-centered teaching than when predicting teacher use technology to support traditional teaching. Our findings suggest that teachers’ pedagogical readiness is as important as technological readiness for teachers to integrate technology in teaching to serve more advanced teaching purposes. This study has important implications for organizing professional learning experiences for teachers.

Interventionist training and intervention fidelity monitoring and maintenance for CONNECT, a nurse-led primary palliative care in oncology trial.

ContextIntervention fidelity is a critical component of behavioral research that has received inadequate attention in palliative care studies. With increasing focus on the need for palliative care models that can be widely disseminated and delivered by non-specialists, rigorous yet pragmatic strategies for training interventionists and maintaining intervention fidelity are needed.Objectives(1) Describe components of a plan for interventionist training and monitoring and maintaining intervention fidelity as part of a primary palliative care trial (CONNECT) and (2) present data about perceived training effectiveness and delivery of key intervention content.MethodsPost-training evaluations, visit checklists, and visit audio-recordings.ResultsData were collected from June, 2016 through April, 2017. We include procedures for (1) identification, training and certification of oncology nurses as CONNECT interventionists; (2) monitoring intervention delivery; and (3) maintaining intervention quality. All nurses (N = 14) felt prepared to deliver key competencies after a 3-day in-person training. As assessed via visit checklists, interventionists delivered an average of 94% (SD 13%) of key content for first intervention visits and 85% (SD 14%) for subsequent visits. As assessed via audio-recordings, interventionists delivered an average of 85% (SD 8%) of key content for initial visits and 85% (SD 12%) for subsequent visits.ConclusionWe present a 3-part strategy for training interventionists and monitoring and maintaining intervention delivery in a primary palliative care trial. Training was effective in having nurses feel prepared to deliver primary palliative care skills. As assessed via nursing checklists and visit audio-recordings, intervention fidelity was high.

Effects of Individual Difference on Organizational Difference: Perceived Training Effectiveness Model for Organizational Performance

Our study is trying to investigate the perceived training effectiveness by applying the theory of planned behavior (TPB) and Technological Acceptance Model (TAM) and intend to examine the effects of individual differences on perceived training effectiveness and performance of individuals. The main purpose is to evaluate the perceived training effectiveness, and role of individual differences in terms of learning. The results of this study supported all the hypothesis that participants with higher level of creative self-efficacy, intrinsic motivation, creativity and emotional intelligence (EI) will have greater inclinations to learn. Results showed that perceive training effectiveness is positively related to training transfer and training transfer increase the performance of individuals. Study results significantly agree with the theory of planned behavior (TPB) which was applied to measure the perceived training effectiveness and suggest trainee’s perception of usefulness, ease and benefits enhance learning dimensions of participants that make any program effective. The study has highlighted a number of issues that influence the perceived training effectiveness.

Effects of Individual Difference on Organizational Difference: Perceived Training Effectiveness Model for Organizational Performance

Our study is trying to investigate the perceived training effectiveness by applying the theory of planned behavior (TPB) and Technological Acceptance Model (TAM) and intend to examine the effects of individual differences on perceived training effectiveness and performance of individuals. The main purpose is to evaluate the perceived training effectiveness, and role of individual differences in terms of learning. The results of this study supported all the hypothesis that participants with higher level of creative self-efficacy, intrinsic motivation, creativity and emotional intelligence (EI) will have greater inclinations to learn. Results showed that perceive training effectiveness is positively related to training transfer and training transfer increase the performance of individuals. Study results significantly agree with the theory of planned behavior (TPB) which was applied to measure the perceived training effectiveness and suggest trainee’s perception of usefulness, ease and benefits enhance learning dimensions of participants that make any program effective. The study has highlighted a number of issues that influence the perceived training effectiveness.

A Study of the Factors Determining Motivational Level of Employees Working in Public Sector of Bahawalpur (Punjab, Pakistan)

This study empirically examines the relationship between rewards, job satisfaction, Perceived training effectiveness, knowledge transfer and organizational commitment and employee’s motivation in the Public sector of Bahawalpur (Punjab, Pakistan).Our sample was public sector data was collected by using self-designed questionnaires. The sample size was 170 so 170 questionnaires were distributed and only 149 received. Analysis was done with the help of correlation coefficient and multiple regression analysis. Between (0.01 to 0.05) level of significance was checked. The result concludes that there is a significant positive relationship between intrinsic rewards and the employee’s motivation and also there is significant positive relationship between extrinsic reward and employee’s motivation. Job Satisfaction also has significant positive relationship with employee’s motivation. But on the other hand PTE (Perceived Training Effectiveness) have insignificant and negative relationship with Employee’s motivation. Employee’s motivation has significant positive relationship with knowledge transfer and also with Organizational Commitment.

Contextualized Computer-based L2 Prosody Training

Two types of contextualized input in prosody training were investigated for 28 advanced L2 speakers of English (L1 Chinese). Their oral presentations provided training materials. Native-speakers (NSs) of English provided global prosody ratings, and participants completed questionnaires on perceived training effectiveness. Two groups received training input using Anvil, a web-based annotation tool integrating the video of a speech event with visual displays of the pitch contour, and practiced with Real-Time Pitch (RTP) in Computerized Speech Lab including feedback from a NS. Two groups used only RTP to view their pitch contours and practiced with the same feedback. Within these pairs, one group received discourse-level input and the other individual sentences. Each group served as its own control in a time-series design. All had comparable levels of performance prior to training. Results indicated that although all groups improved as a result of training, discourse-level input produced better transfer to novel natural discourse. The presence of video was more helpful with discourse-level input than with individual sentences. Speech samples collected 1 week after training revealed sustained improvement. Questionnaire results support the use of computer-based tools and authentic speech samples. Findings strongly suggest that meaningful contextualized input is valuable in prosody training when the measurement is at the level of extended connected speech typical of natural discourse.

Diversity Trainer Preconceptions: The Effects of Trainer Race and Gender on Perceptions of Diversity Trainer Effectiveness

An important issue in designing diversity training programs is deciding who should conduct the training because the demographics of the diversity trainer may affect perceived training effectiveness. A total of 224 subjects participated in 2 experimental studies investigating the effects of diversity trainer race and gender on perceptions of diversity trainer effectiveness. The findings reveal that the race of the trainer, but not gender, influences trainer effectiveness perceptions and that the trainer's personal experience with discrimination and knowledge of institutional discrimination moderate the relationship between trainer race and effectiveness perceptions.

Employee perceived training effectiveness relationship to employee attitudes

PurposeThe purpose of this study is to investigate the relationship between perceived employee training effectiveness and job satisfaction, motivation and commitment.Design/methodology/approachThe study examined the responses of 134 employees and lower managers, of five large Greek organizations, after they had completed a training program. The questions asked contained information about the employee attitudes towards tvhe training received, as well as their attitudes towards their employers.FindingsThe results of the study provide support to the hypotheses proposed, indicating that there is a significant correlation between the employee perceived training effectiveness and their commitment, job satisfaction and motivation. Additionally, high correlations were found between the latter three variables.Research limitations/implicationsThe study is limited to examining employee feelings, not taking into account their personal characteristics, which may be important.Practical implicationsThe implications of the findings of this study for managers and especially for Human Resource professionals are quite significant, given their roles in funding, designing and delivering training interventions. Not only does it appear to be important, offering training programs to one's employees but, the training program content must be perceived as effective and of value to those participating in it. This will have a positive effect, according to the findings of this study, on key employee attitudes, which appear to be related to a greater or a lesser extent, in the pertinent literature, to organizational performance outcomes including, productivity, turnover and absenteeismOriginality/valueThe study is ground‐breaking, given that there are no prior studies examining the relationship between the variables considered in the present one.

The Influence of Pretraining Positive Affect and Training Design on Perceived Training Effectiveness

This paper reports the results of an exploratory field study on the effect of trainees' pretraining positive affect and training design on perceived training effectiveness. The study found that individuals' pretraining positive affect significantly influences trainees' evaluations of utility of the training design while training design influences trainees' learning. Managerial implications and future research directions are discussed.

The Impact of Motivation on Employee’s Performance in some Public and Private Schools in Talata Mafara

Employee motivation is considered as a force that drives the employees toward attaining specific goals and objectives of an organization. Nowadays motivation has become one of the most indispensable factors in management toward the achievement of organizational goals. There nothing more central to management than the question of human motivation. The main objectives of the study are to find out that what kind of motivation factors influence Nigerian employee and also to find out to which extent motivation affect the employee performance. 200 data are collected from teachers from some selected public schools and private in Talata Mafara and by using self-administered questionnaire. A Structured interview was also carried out with the management of the schools. Descriptive analysis is applied is applied to find the effect of employee motivation on employee performance involving five variables. Employee promotion, employee motivation, employees performance, employee perceived training effectiveness, and intrinsic reward. The result of this work shows that there is positive and significant relationship exist between employee motivation and employee performance. It also show that promotion and intrinsic reward has positive impact on employee performance.