A Study of Satisfaction With Online Learning in Workplace Training

The American workplace and American culture have rapidly transitioned to online learning and are now more dependent on technology. Yet, in spite of a multitude of studies that explored online learning, it has not been established whether managers are satisfied with application of technology to training. The purpose of this study was to examine receptiveness as expressed by satisfaction with effectiveness of online training among managers to determine if a relationship exists for age, position, and length of service. The research was based on theoretical foundations of Herzberg\u27s theory of motivation and Herzberg\u27s theory of job satisfaction. The goal of the study was to evaluate receptiveness as reflected by managers\u27 level of satisfaction with the use of online learning in workforce training, and the presence of age, lengths of service, or position differences in satisfaction with online training. This quantitative study used nonexperimental stepwise multiple regression analysis, based on secondary data from the 2011 Senior Executive Service survey administered by the Office of Personnel Management of the United States government (n = 4,954). Results indicated that the number of employees managed was an influential factor in determining receptiveness, and supported age, length of service, and position differences in satisfaction with online training among managers. Results linked usage and effectiveness to satisfaction with effectiveness of online training. Based on the results, managers should add or increase online training to provide greater training capability and flexibility. The application may promote positive social change as these results could better equip managers in the public sector with greater training flexibility

Refinement of the Attitudes Toward Anger Management Scale

Identifying and addressing potential problems with anger before they result in adverse consequences could be beneficial in improving quality of life and minimizing the disruptive effects of anger on one’s social environment. Excessive anger or anger which is expressed in maladaptive ways present particular challenges for college students due to their developmental stage, stressors, and environmental demands. Unfortunately, too few college students utilize available mental health resources. Individuals with problem anger are influenced by unique factors that affect help seeking decisions. A better understanding of these factors could facilitate outreach and improve service utilization. This study continued the development of the Attitudes Toward Anger Management Scale (ATAMS), a brief self-report measure designed to assess attitudes toward anger management services. Confirmatory factor analysis was utilized with a sample of undergraduate volunteers (N = 326) to validate the two-factor structure of the ATAMS. Convergent validity of the ATAMS was supported through finding bivariate correlations with measures of similar constructs. Evidence of 3-4 week test-retest reliability suggested adequate short-term stability of scores. Support for criterion validity was provided by demonstrating that the ATAMS predicts self-rated intentions to engage in anger management

Organizational Support for Critical Incident Wellness and Crime Scene Investigators’ Perceived Effectiveness

Law enforcement agencies are frequently studied for officer wellness, yet research is limited in the influence of organizational support for the psychological wellness of crime scene investigators exposed to tragic scenes. The purpose of this quantitative study was to examine the perceptions of job performance effectiveness of crime scene investigators based on organizational support through the provision of stress management resources. The theoretical framework of organizational support theory and management theory formed the basis of the investigation into the contributing elements of job performance. Data were collected through surveys from 92 crime scene investigators, of whom 77 were civilians and 15 were sworn, primarily representing Florida law enforcement agencies. Multiple regression analyses assessed the relationships between the variables of perceived organizational support, stress management training, trauma exposure, tenure, and education to determine factors influencing perceived job effectiveness. The regression analysis results indicated that tenure was a statistically significant determinant of perceived job effectiveness (p = .036) among the predictor variables. The results were consistent with prior explorations of the influential nature of perceived organizational support and demographic characteristics as predictors of job effectiveness. The statistical model applied was appropriate for the theoretical framework examined. Implications for positive social change include recommendations to policy makers to increase resources to law enforcement agencies for the wellness of crime scene investigators and the establishment of a critical incident protocol that, if provided as a preventive measure, could impact public safety and perceptions of organizational support

Coping with Emotions During Reintegration: An Evaluation of Service Members\u27 Psychological Health

Upon returning home from deployment, service members are likely coping with strong emotions related to deployment stressors. In addition, service members and their intimate partners may be tasked with emotionally reconnecting with one another after an extended period of separation. Reintegration is therefore a critical, transitory time to evaluate associations between emotional coping strategies utilized by service members and their partners as predictors of service members\u27 well-being. Previous research has indicated that service members\u27 expression of emotions is positively related to their well-being post-deployment, whereas their avoidance is negatively related. These relationships were reevaluated in the current study. The current study adds to existing research by further assessing associations between partners\u27 emotional coping and service members\u27 well-being. A dyadic coping perspective rooted in family systems theory was adopted to guide the current study\u27s research aims, which were: (1) to evaluate the unique associations between service members\u27 emotional approach to coping and avoidance with their psychological health; and (2) to assess the impact of partners\u27 emotion expression on service members\u27 psychological health. Data were collected from 82 male National Guard members and their female partners after the service members returned from deployment in 2008. Several cross-sectional findings were consistent with research hypotheses: service members\u27 emotion expression was positively associated with their self-reported psychological health, whereas their avoidance was negatively associated. Contrary to hypotheses, partners\u27 emotion expression was adversely related to service members\u27 psychological health. Post-hoc analyses revealed that this negative association was most robust when partners reported high levels of emotion expression and low levels of emotion processing. Potential implications for intervention/prevention programs focused on promoting the well-being of service members during reintegration are discussed

Analysing the efficacy of training strategies in enhancing productivity and advancement in profession: theoretical analysis in Indian context

An assessment of those needs, also known as a needs analysis, must be carried out in order to ascertain if the organization\u27s requirements, objectives, and concerns can be achieved or addressed via training. In conducting our research, we reviewed training and development-related writing from 1971 to 2023. We believed that the use of more sophisticated training evaluation techniques and statistical approaches, together with an increase in the technological complexity of training design and methodology, set the post-1971 era apart. To be effective, a qualitative review must place more of a focus on qualitative methods of evaluating training effectiveness. Similar to earlier training and development reviews, the present study considered practitioner-oriented literature if it met the criteria listed below for inclusion. A thorough search of the academic literature was conducted to find empirical studies that assessed training programmes or examined the effectiveness of specific training components. After reviewing their abstracts, it was decided to keep 58 articles and papers since they had the proper information. Our research showed that organisations with a strong reputation for employee development are a completely different tale. The majority of businesses monitor the effects of their training efforts in the area of organisational effectiveness. For the second category, increases in productivity, revenue, and profitability are typical signs of organisational success. Overall, there is far more research on team and individual benefits than there is on organisational ones

Tanana Valley State Fair crisis public relations plan project

Master's Project (M.A.) University of Alaska Fairbanks, 2018This project proposal outlines the necessity and importance of emergency public relations during a crisis situation for the Tanana Valley State Fair. It articulates what an organization can expect when it is not prepared to address communications during a crisis situation. This project proposal is a recommendation for management of the Tanana Valley State Fair for an effective Public Relations Crisis Communication Plan, as well as a personnel training program to address the current lack of a formal plan. The project also presents a literature review on the issue of crisis public relations and its application to the Tanana Valley State Fair. In addition, it describes the methodology employed in the development of the Public Relations Crisis Communication Plan. The training progam and its supporting materials for the training sessions, along with a media relations plan, have been developed based on the research discovered in public relations crisis communication. The construction of the training program is born by studies on prepatory data and its effects on human preformance during stressful situations. As a result of this research, the proposed project on a Public Relations Crisis Communication Plan and training program have been developed for the Tanana Valley State Fair

Cross-Service Investigation of Geographical Information Systems

This research investigated the armed services current uses of GIS, and asked the question whether or not a joint GIS program could benefit the DOD. An information technology implementation model was presented as a framework to implement a joint GIS program. It was found that all four armed services use GIS for forward deployments. The Army has its Combat Terrain Information System (CTIS). The Navy\u27s digital nautical charts are a GIS. The Marine Corps has created their Geographically Linked Information Display Environment (GLIDE) program, which is similar to a map repository. Finally, the Air Force has its GeoBase program for installation GIS, and GeoReach is the expeditionary deployment base-planning subset. The research methodology combined a case study and a Delphi study. The case study research examined a single Army GIS unit for current GIS implementation methods and uses. The Delphi study asked eight DOD GIS experts their opinions about current GIS uses and the possibility of a joint GIS program. Through the case study and Delphi research, it was found that information flow between the services is limited and that a joint GIS program may bring improved and new planning and executing capabilities for the DOD

A Study of Officer\u27s Use of Leadership Skills Learned in the Navy\u27s Intermediate Officer Leadership Course

The U.S. Navy\u27s present-day leadership training program, referred to as the Leadership Continuum, provides for leadership training for all enlisted personnel and officers at initial entry into the naval service and at designated career milestones until retirement. The Leadership Continuum evolved from a series of formal Navy leadership training programs dating back to the late 1970s. The Navy has expended a considerable amount of fiscal resources over the past 20 years in an attempt to provide quality leadership training to its personnel. However, past studies have revealed that leadership training course graduates are provided with little to no incentives by their supervisors to utilize the leadership skills learned after they returned to their jobs. This study analyzed survey responses from Intermediate Officer Leadership Course (IOLC) graduates to determine whether the problem observed in the past continued to be a problem in the contemporary Navy context. Specifically, the study attempted to determine what barriers and incentives graduates encountered that either hindered or encouraged their use of acquired IOLC leadership skills back on the job. Descriptive statistics were used to analyze and compare the distributed frequency of responses among the various sub-groups. An analysis of variance (ANOVA) was used to test for statistical significance between the sub-groups\u27 responses. To reduce the possibility of revealing false-positive findings, all statistically significant ANOVA results were evaluated by both the Liberal Statistical Difference (LSD) and the Scheffe Post Hoc tests. The findings of the study revealed that the majority of respondents were able to utilize leadership skills acquired during IOLC on the job. Attempts to utilize Command Climate skills, however, were somewhat problematic when compared against the other three IOLC sub-units studied (Leadership Models, Situational Communications and Delegation). Female IOLC graduates took longer, on average, to apply acquired leadership skills on the job compared to the male graduates. The barriers most frequently identified by IOLC graduates that hindered their use of acquired leadership skills on the job was resistance to change from subordinates and peers. The incentives identified most frequently by IOLC graduates when attempting to apply acquired leadership skills on the job were (a) open lines of communications with subordinates and immediate superiors and (b) receptiveness from subordinates. A number of findings about relationships between skill use on the one hand and contextual or demographic variables on the other were judged to be statistically significant by both the LSD and the Scheffe Post Hoc tests

Does proactive personality matter in leadership transitions? Effects of proactive personality on new leader identification and responses to new leaders and their change agendas

Despite the growing frequency of leadership transitions and their significant impact on team and organizational performance, little research has examined why and how teams develop an identification with a new leader or their subsequent receptiveness to the new leader’s change initiatives. Drawing from the contrast and congruence effects and the theoretical perspectives of leader identification, this study empirically tests a model in which the congruence of new leaders’ and their teams’ proactive personalities foster new leader identification, as well as the team’s behavioral responses to the new leader’s change agenda. This effect is strongest when the new leader’s proactive personality is higher than that of the former leader’s proactive personality (positive contrast). Our findings of a four-wave “before-and-after” transition survey of 155 hotel employees and 51 new leaders, achieved through polynomial regression analyses, proved very insightful. Essentially, we found that the congruence between a new leader’s and his/her team’s proactive personalities and the positive contrast between a former leader’s and the new leader’s proactive personalities enhanced new leader identification and the team’s shared identification with the new leader’s change agenda, and, thereby led the team to exhibit more behavioral engagement with, and voice behavior about, the new leader’s change agenda

The Role of Athletic Identity for Career Success: Examining the Mediating Effects of Transferable Skills for Retired Collegiate Athletes in the Workforce

Athletes who join the workforce after their athletic career ends often still identify as an athlete. Though participation in athletics helps develop skills that are applicable to the workforce, such as mentoring abilities and emotional intelligence, most skills have yet to be identified. This study aims to address this issue by comparing retired collegiate athletes with non-athletes in the workforce and assessing potentially transferable skills, specifically emotional intelligence, mentoring ability, mentoring receptiveness, self-efficacy, and goal adjustment. The study hypothesizes that these skills mediate the relationship between athletic identity and objective and subjective career success. In a sample of 313 retired collegiate athletes and non-athletes in the workforce, athletes only reported significantly higher self-efficacy than non-athletes; however, athletic identity was unrelated to career success and the mediation hypotheses were rejected. This research used a cross-sectional survey design, which did not allow the assessment of when levels of athletic identity decreased and how transferable skills were developed. Future research should use a longitudinal design to assess the relationships between athletic identity and skill development during athletes’ collegiate career and whether and how they apply after their transition into the workforce