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The Interactive Effects of Person and Situation Variables on Training Motivation
A thesis proposal by Elizabeth McCune
Committee members:Dr. Donald Truxillo (chair)Dr. Talya BauerDr. Mo Wang
Acknowledgments
• Committee members
• Jerry Gjesvold & Gillian Leitchling
• Michael Buck & Dave Cadiz
• Friends and supporters!
Training in Organizations
• $55 - $200 billion spent annually on training activities (Bassi & VanBuren, 2001)
• Increasing need for a flexible workforce
Training Research
• Criticized on theoretical grounds
• Shift in focus to individual differences
• Emergence of training motivation as an important construct
Purpose of the Proposed Study
Examine how personality Examine how personality
and situational variables and situational variables
interact to influence interact to influence
training motivationtraining motivation
Proposed Model
Training Motivation
Situation Variables
Fairness Perceptions
Transfer Climate
Negative Pretraining Events
Person Variables
Competence, Dutifulness, Achievement Striving
Ideas, Values
Activity, Positive Emotions
Proactivity
Theoretical Background
• Colquitt, LePine, & Noe (2001)– Training motivation as a mediator of
learning outcomes– Considered individual and situational
antecedents• Did not test for potential interactions
Individual Differences
• Five Factor Model– Conscientiousness, openness to experience, extraversion
(Barrick & Mount, 1991)
• FFM facets (Major et al., 2006)– Conscientiousness: competence, dutifulness, achievement
striving– Openness to experience: ideas, values– Extraversion: activity, positive emotions
• Proactive personality (Bateman & Crant, 1993)
Situational Variables
• Fairness perceptions (Quinones, 1995)
• Transfer of training climate (Tracey et al., 1995)
• Negative pretraining events (Smith-Jentsch et al., 1996)
Hypotheses for Fairness Perceptions
Training Motivation
Fairness Perceptions
Competence (H1) Dutifulness (H2)
Achievement Striving (H3) Ideas (H4) Values (RQ1) Activity (RQ2) Positive Emotions (H5) Proactivity (H6)
Hypotheses for Transfer Climate
Training Motivation
Transfer Climate
Competence (H7) Dutifulness (H8)
Achievement Striving (H9) Ideas (H10) Values (RQ3) Activity (RQ4) Positive Emotions (RQ5) Proactivity (H11)
Hypotheses for Negative Pretraining Events
Training Motivation
Negative Pretraining
Events
Competence (H12) Dutifulness (H13)
Achievement Striving (H14) Ideas (H15) Values (RQ6) Activity (RQ7)
Positive Emotions (H16) Proactivity (H17)
Method
• Participants– N = ~200– Field sample– Power analysis results
• N = 200, R-squared = .04 power = .8
Method (continued)
• Procedure– The training: 4 hr, mandatory supervisor
training aimed at handling behavior problems in the workplace
– Time 1 survey: administered before training– Time 2 survey: administered after training
Method (continued)
• Time 1 measures– Required: pretraining knowledge, self-
efficacy, motivation, demographics– Optional: facets of conscientiousness,
openness to experience, and extraversion; proactivity, fairness perceptions, and negative pretraining events
Method (continued)
• Time 2 measures– Posttraining knowledge, self-efficacy,
motivation; transfer climate, and perceived utility
Proposed Analyses
• Descriptive analysis– Distributional assumptions– Outliers– Reliability analysis– Correlation matrix
Proposed Analyses (continued)
• Hierarchical multiple regression– DV: Training motivation at Time 2– Step 1
• Pretraining motivation– Step 2
• Situational variable• Personality variable of interest
– Step 3• Interaction term
Proposed Analyses (continued)
• Example: Fairness Perceptions X Competence (H1)– DV: Training motivation at Time 2– Step 1
• Pretraining motivation
– Step 2• Centered fairness perceptions• Centered competence
– Step 3• fairness perceptions X competence
Implications
• Theoretical– Utility of the facets – Importance of fairness perceptions in
training – Identification of person X situation
interactions in training
Implications (continued)
• Practical– How to maximize trainee motivation – Emphasize importance of considering
person and context in needs analysis – Identification of trainees who are more likely
to succeed or fail
Thank you