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Examining the Effect of A Goal Setting Intervention on Transfer of Training with Child Welfare Employees in Maryland P

Examining the Effect of A Goal Setting Intervention on Transfer of Training with Child Welfare Employees in Maryland Pamela M. Love, M.S.W. University of Maryland School of Social Work March, 2004. Background.

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Examining the Effect of A Goal Setting Intervention on Transfer of Training with Child Welfare Employees in Maryland P

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  1. Examining the Effect of A Goal Setting Intervention on Transfer of Training with Child Welfare Employees in Maryland Pamela M. Love, M.S.W. University of Maryland School of Social Work March, 2004

  2. Background • Transfer of training is “the degree to which trainees apply and maintain the knowledge, skills and attitudes gained in training to the job (Wexley & Latham, 1981; Baldwin & Ford, 1988). • Transfer is considered a highly desired outcome for organizations (Noe, 2002).

  3. Background • Millions of dollars are spent on public child welfare training each fiscal year (Poertner, 2000). • Studies have reported that only 10-13% of training is transferred to the work setting (Curry et al, 1994; Gregoire et al, 1998; Noe, 2002).

  4. Goal Setting Theory • Transfer is more likely to occur when there is: • active trainee participation (Locke & Latham, 2002; Latham & Yukl, 2001) AND • guidance on goal setting during training (Tracey & Pecora, 1988).

  5. Study Significance • To date, no known study has examined the effect of a goal setting intervention on transfer of training with child welfare workers. • No known study has explored whether supervisory support mediates the effect of a goal setting intervention on transfer.

  6. Study Aims • To compare the relative effectiveness of two alternate methods of a goal setting intervention on transfer of training in the work setting. • To assess the affect of supervisory support on the effectiveness of a goal setting intervention on transfer of training.

  7. Research Questions • Does a goal setting intervention with or without an implementation intentions activity or no goal setting intervention lead to a higher rate of training transfer? • Does the level of supervisory support mediate the effect of a goal setting intervention on transfer of training?

  8. Research Design • Three group posttest only randomized experimental design • convenience sample • Measures: to be developed

  9. Methods • Training dates will be randomly assigned to one of the two treatment groups or to the control group. • Subjects will be asked to volunteer for the study on the dates training is conducted. • Self-administered survey will be e-mailed to employees and supervisors

  10. Study Site and Sample • Various locations throughout Maryland being used for Risk Based Service Planning training; DSS offices • Sampling universe: In-home services child welfare agency employees of DSS in Maryland • N to be determined • Status: Proposal to be defended Spring 2004

  11. Baldwin, T.T. and Ford, J.K. (1988). Transfer of training: A review and directions for future research. Personnel Psychology, 41, 63-105 Broad, M.L. (1997). Transferring Learning to the Workplace. Seventeen Case Studies from the Real World of Training. Alexandria, VA: ASTD. Curry, D.H., Caplan, P., & Knuppel, J. (1994). Transfer of training and adult learning. Journal of Continuing Social Work Education, 6, 8-14. Ford, J.K., Quinones, M.A., Sego, D.J., & Sorra, J.S.(1992). Factors affecting the opportunity to perform trained tasks on the job. Personnel Psychology, 45, 511-527. References

  12. References Gregoire, T.K. (1994). Assessing the benefits and increasing the utility of addiction training for public child welfare workers: A pilot study. Child Welfare, 73, 69-81. Noe, R.A. (2002). Employee Training and Development. New York: McGraw Hill. Latham, G.P. & Yukl, G.A. (2001). A review of research on the application of goal setting in organizations. Academy of Management Journal, 18(4), 824-845. Locke, E.A. & Latham, G.P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9),, 705-717.

  13. References Olsen, J.H. (1998). The evaluation and enhancement of training transfer. International Journal of Training and Development, 2(1), 61-75. Tracey, E.M. & Pecora, P.J. (1988). Evaluating adult services training training: Application of participant action plan approach. Arete, 13(2), 1-10. Tracey, J.B., Tannenbaum, S.I., & Kavanagh, M.J. (1995). Applying trained skills on the job: The importance of the work environment. Journal of Applied Psychology, 80(2), 239-252. Wexley, K.N. & Latham, G.P. (1981). Developing and Training Human Resources in Organizations. Glenview, IL: Scott, Foresman. Slides Available at www.rhycenter.umaryland.edu

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