Thesis (M.S.P.H.)--University of Michigan, 1932.

Thesis (M.S.P.H.)--University of Michigan, 1932.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1975. / eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 114-120).

Stellenbosch University. Faculty of Economic and Management Sciences. Department of Industrial Psychology / Thesis (MA)--Stellenbosch University, 2004. / ENGLISH ABSTRACT: In the current South African context the Government places a great deal of emphasis on the importance of adult training and development as a solution for addressing many social and economic problems. It is therefore important to investigate all aspects regarding the training context in order to optimise learning. The trainer plays an integral part within this system. Although literature regards the trainer as very important for training success, very little substantial research has been documented with regards to the influential factors on the training style orientation that trainers use when training adults. In order to investigate this problem, a study of the relevant literature is done. The following topics are examined for this purpose: The training system and the components thereof, andragogy and pedagogy as training style orientations, several trait theories of personality as the basis of the study, locus of control as a personality trait, and the influence of personality and more specifically locus of control within work-related settings. Three questionnaires were administered on a sample of 100 respondents, i.e. a Demographic questionnaire, the Training Style Inventory and the Locus of Control Inventory in order to generate data to investigate the research problem and hypotheses. The Demographic Questionnaire collected data regarding gender, age, qualifications, training experience, ethnicity, subject area of the training content, and type of organisation. The Training Style Inventory measured the training style orientation of the trainer respondents, and the Locus of Control Inventory was used to measure the locus of control of respondents. The results indicate support for the hypothesis that there is a statistical significant correlation between locus of control and training style orientation. More specifically, there is a statistically significant correlation between internal locus of control and the andragogical training style orientation, and also between external locus of control and the pedagogical training style orientation. The main objectives of this study were successfully achieved and documented. Conclusions and recommendations for further research are made. It is recommended that future research replicate the study with a greater and random sample of respondents, within the South African context. Also, investigating the effectiveness of the trainers as a result of their locus of control and training style orientation is an interesting possibility for future research. / AFRIKAANSE OPSOMMING: Die Suid-Afrikaanse regering plaas groot klem op die belangrikheid van volwasse opleiding en ontwikkeling in die huidige Suid-Afrikaanse konteks as 'n moontlike oplossing vir etlike sosiale en ekonomiese probleme. In 'n poging om leer te optimeer, is dit dus noodsaaklik om alle aspekte binne die opleidingskonteks deeglik in oënskou te neem. Die opleier speel 'n baie belangrike rol in die sukses van die opleidingsintervensie. Alhoewel die opleier binne die literatuur wel as In belangrike rolspeler in die sukses van opleidingsintervensies geag word, is daar baie min navorsing gedokumenteer oor die faktore wat die opleidingstyl wat opleiers tydens intervensies gebruik, beïnvloed. 'n Studie van die beskikbare literatuur ondersoek hierdie probleem. Die volgende onderwerpe is vir die doelondersoek: Die opleidingstelsel en die komponente daarvan, andragogie en pedagogie as opleidingstyloriëntasies, verskeie persoonlikheidstrekteorieë as die grondslag van die studie, lokus van beheer as 'n persoonlikheidstrek, en die invloed van persoonlikheid en meer spesifiek lokus van beheer binne die werksplek. Die data wat nodig is om die navorsingsprobleem te ondersoek en die hipoteses te toets, is ingesamel deur 100 respondente elk drie vraelyste te laat voltooi, naamlik 'n Demografiese vraelys, 'n Opleidingstylvraelys en 'n Lokus van Beheer-vraelys. Die demografiese vraelys het inligting ingesamel ten opsigte van geslag, ouderdom, kwalifikasies, opleidingservaring, etnisiteit, onderwerp van die opleidingsinhoud en die tipe organisasie betrokke. Die Opleidingstylvraelys het die opleidingstyloriëntasie van die opleiers wat deelgeneem het aan die studie gemeet, en die Lokus van Beheer vraelys is gebruik om die lokus van beheer van respondente te bepaal. Die resultate bevestig die hipotese dat daar 'n statisties beduidende verband bestaan tussen lokus van beheer en opleidingstyloriëntasie. Daar bestaan verder 'n statisties beduidende verband tussen interne lokus van beheer en 'n andragogiese opleidingstyloriëntasie, en ook tussen eksterne lokus van beheer en 'n pedagogiese opleidingstyloriëntasie. Die hoofdoelwitte van hierdie studie is suksesvol bereik en gedokumenteer. Gevolgtrekkings en aanbevelings vir toekomstige navorsing word ook gemaak. Die aanbeveling is dat toekomstige navorsing hierdie studie herhaal binne die Suid- Afrikaanse konteks. Die studie behoort ook 'n groter en ewekansige steekproef in te sluit. Die effektiwiteit van die opleiers as 'n resultaat van hul lokus van beheer en opleidingstyloriëntasie is ook 'n interessante moontlikheid vir verdere navorsing.

Staff training packages combining instructions, modeling, practice, and feedback have been shown to be effective in demonstrating skills to work in early intensive behavioral intervention, but maintenance and generalization of the skills trained are often not addressed. Establishing a community of practice, in which staff members continue to learn and develop new skill sets from one another through shared experiences and information, may lead to the endurance and maintenance of desired staff behavior over time. The purpose of the current study is to evaluate the effects of a behaviorally designed community of practice on staff use of socially embedded consequences. The effects of the training procedure were evaluated using a concurrent multiple baseline design across two sites (7 staff members). The results suggest that the behaviorally planned community of practice was effective in reinforcing and maintaining staff use of socially embedded consequences for at least 5 to 9 weeks. Additionally, the number of learning opportunities provided by the staff and social engagement between staff and child increased.

The sequence of events leading to the implementation of a change in emergency physicians' practice and the learning activities and processes undertaken are examined and described in this study. A qualitative case study design was utilized and semi-structured interviews were employed as the primary means of data collection. Thirty emergency physicians were interviewed in face-to-face or telephone interviews. One change that required learning was selected per physician for an in-depth interview. The following factors were examined: motivation to change a practice behavior, time to implementation of changes, source of awareness, barriers to change, use of learning resources, stages in the change process, and method of learning.

This study examined the relationship between average concentric velocity (ACV) and repetitions in reserve (RIR) in the back squat, bench press, and deadlift. Fourteen resistance-trained men performed three experimental sessions (one for each exercise), which was comprised of 4 sets to failure at 80% of one-repetition maximum. The ACV was recorded on every repetition of every set and cross-referenced with RIR. The main findings of this study were that RIR was a significant predictor of ACV for all three exercises; the mean set ACV was significantly different between exercises (p<0.001); and the relationship between RIR and ACV was set-dependent (p<0.001). However, the within-exercise difference in ACV from set-to-set is unlikely to be practically significant as all of these ACV differences were below the threshold of 0.06 m.s-1, which is the smallest worthwhile change in ACV. Therefore, these results suggest that the RIR/ACV relationship is exercise-specific, and is stable from set-to-set. / Includes bibliography. / Thesis (M.S.)--Florida Atlantic University, 2020. / FAU Electronic Theses and Dissertations Collection

No description available.

This study examines employees' perceptions of the training and development system in a large Federal government agency. Data come from a database built from a survey with over 3800 respondents. The survey is representative of five populations: executives, managers, supervisors, professional/ administrative and technical/clerical support staff. The survey instrument used to measure employee' perceptions of the training and development system consisted of 68 items in three sections. Section I addressed demographic data, Section II addressed respondents' overall satisfaction with training and development and their perceptions of the training and development system's achievement of elements of effective training and development practice, and Section III addressed the content of training and training delivery methods. Sections II and III employed a Likert scale for respondents' rating of indicators of satisfaction with training and development and respondents' perceptions about the effectiveness of the training and development system. This study provides conclusions about the factor structure underlying the indicators in the survey. It describes the relationships among employees' perceptions of the status and effectiveness of the training and development system and their perceptions of the value of training and development. The study also presents recommendations for further study and for training and development practice. / Ed. D.

The purpose of this exploratory study was to determine which of the three training-delivery systems is the most frequently selected by training professionals in Virginia and which training methods are selected to support the chosen delivery systems. The study also examined the extent to which internal and external factors contributed to the selection of the delivery systems and the training methods. Qualitative research methodology was employed in analyzing the results of 12 in-depth interviews with purposively selected training professionals in Virginia in order to answer the research questions. This study found that (a) the training professionals chose instructor-led classroom for 46% of their programs, the blended method for 32%, and online for 22%; (b) they used a wide variety of training methods to support the program objectives and meet the audience’s needs; and (c) external factors more frequently impacted selection decisions than did internal factors, but one internal factor that impacted selection decisions was the training professionals’ understanding of instructional systems design. The external factors that had the greatest impact on the training system chosen were workplace constraints such as immediacy and scalability and the size and geographical dispersion of the audience. That is, for large and/or dispersed audiences coupled with time constraints, the online delivery system was chosen most often. Likewise, mandatory programs were most likely to be offered online. The following conclusions were drawn: (a) a shift is taking place from instructor-led-classroom delivery to blended delivery, (b) instructor-led classroom incorporates methodologies that extend beyond the lecture format, (c) companies are using emerging technologies in training and development, and (d) training and development continues to add value to the workforce, which is a powerful competitive advantage. / Ph. D.