No description available.

This study tested the proposition that daily shifts in prevention focus influence daily shifts in CWB, and that this relationship is moderated by employee prosocial identity. Support was found for these relationships using multilevel modeling in an experience sampling study. Findings suggest that regulatory focus can fluctuate on a daily basis and that this fluctuation can influence CWB

Research examining regulatory focus suggests it is an important predictor for many work outcomes (Gorman et al., 2012; Lanaj, Chang, & Johnson, 2012; Neubert, Carlson, Roberts, Chonko, & Kacmar, 2008; Whitford & Moss, 2009). Theory suggests that fluctuations in in regulatory focus can impact employee outcomes (Koopmann, Lanaj, Boyce, & Campana, 2016), but there is little empirical evidence of this proposition. Moreover, there is little evidence that the influence of fluctuations in regulatory focus on work outcomes are influenced by other employee individual differences. The purpose of the present study was to test the proposition that daily shifts in prevention focus influence daily shifts in CWB, and this relationship is moderated by employee prosocial identity.

No description available.

No description available.

This research explores the nature and extent of training and development (TD) provision, as well as top managers' and TD personnel's attitudes towards the TD function within the medium and large-size private manufacturing organisations of Saudi Arabia. Extensive details of the TD situation are provided and assessed for their adequacy, covering among other elements a descriptive analysis of the main characteristics of the organisations concerned, an evaluation of their TD plans and policies, and a review of their budget allocation and funding. The research then proceeds to describe and discuss the extent to which such organisations are applying a systems approach to TD, both in terms of its design and implementation. Thereafter, the main factors impeding the effectiveness of TD programmes are examined, followed by a consideration of the future challenges that are likely to increase the importance of TD for the organisations in question. The research has adopted a mainly descriptive approach and uses both quantitative and qualitative analytical methods. The required data were gathered through a combination of semi-structural interviews with a number of top managers, and survey questionnaires addressed to the persons responsible for TD within the targeted organisations. The sampling strategy was disproportional stratified random sampling. In total 16 senior executives, 132 medium-size organisations and 94 large-size organisations took part in the study. The findings reveal that although attitudes towards the value of TD are generally favourable, in practice in the majority of cases TD is under-resourced, unplanned and patchy, hardly the ideal features of a systematic model of TD that will enable private manufacturing business to successfully meet the challenges of the future ahead. The research ends with a number of specific and practical recommendations intended to improve the effectiveness of TD in the private manufacturing sector of the Kingdom of Saudi Arabia, as well as a number of suggestions for further research. / Government of Saudi Arabia

Organizations rely on their training departments to deliver adequate training for effective use of knowledge on the job to new and tenured employees. The transfer of learned knowledge and skills yields many positive outcomes for the employees, the trainers, and the organization as a whole. Such outcomes include improved productivity and efficiency, increased morale, work enjoyment, improved customer service, and improved shareholder satisfaction. In order to achieve these outcomes, training departments must employ skilled training personnel knowledgeable about curriculum design and creative with training delivery and learning environments. These requirements implementation will depends heavily on the experience level of training professionals. Training professionals need to understand their own learning styles and how to appropriately utilize strategies to target the various learning styles that exist in the classroom. Instructors must constantly monitor the learning environment and be able to make immediate changes to meet the needs of the participants when necessary. Participants themselves play an integral role in the effective transfer of learning from the classroom to the job. Learners’ backgrounds, life experiences, and motivation to learn are important considerations for designing a positive learning experience. When training programs cater to learners’ preferred learning styles with an appropriate learning environment in mind, the instructor, the learner, and the organization reap numerous benefits. More specifically, when learners’ learning styles are supported by their instructors’ teaching styles, the overall learning experience becomes optimized to the benefit of all stakeholders.

The research investigates the health services of Pakistan by exploring current Human Resource Development (HRD) practices and social skills training opportunities for the development of nursing staff. The research aims to explore the best practice in social skills and competency development through HRD activities by detailing a project to identify the learning needs of registered nurses leading to improved quality care services. An exploratory research approach has been adopted to achieve research objectives. This mixed method oriented research, is primarily quantitative case study, supplemented by qualitative interviews to validate and enrich data findings from questionnaires to substantiate the research. The data was collected through 600 questionnaires and 10 interviews from five major public hospitals of Lahore, Pakistan. The research has identified multiple and diverse challenges of inadequate and improper HRD infrastructure, transformational leadership and participative style of management is resulting into degenerating attitudes and negative behaviours thus causing further slump. These counterproductive elements are failing to imbibe positive social skills and abilities in nursing staff resulting in creating impediments in deliverance of quality care services. This clearly indicates that there is no policy in place therefore, based on empirical evidences, as well as critical review of the literature, it proposes a model for achieving critical social skills development through training and development in order to achieve quality care standards based on the broad and long-term perspective of the strategy of input, process, output and outcome to support nursing sector, social skills development in particular to achieve optimum quality care objectives.

No description available.

Very few attempts have been made to adequately evaluate training programs. The research reported here is an attempt to evaluate the effects of the revised orientation and training programs of a fast food franchise. Subjects consisted of 676 hourly employees of a Central Florida fast food franchise who completed questionnaires soliciting measures of the following perceptions: managements' consideration and structure levels and the effectiveness of the revised orientation and training programs. Modest support was found for the prediction that the revised programs would increase the employees' perception of managements' consideration. No evidence was found to support the hypotheses that employees would perceive the revised programs as more effective nor that managements' perceived structure level would increase.