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Correlation between self-efficacy an...

Ransom, Scott A.

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Correlation between self-efficacy and transfer of training in the virtual team environment.

Record Type:	Language materials, printed : Monograph/item
Title/Author:	Correlation between self-efficacy and transfer of training in the virtual team environment./
Author:	Ransom, Scott A.
Description:	170 p.
Notes:	Source: Dissertation Abstracts International, Volume: 73-07(E), Section: A.
Contained By:	Dissertation Abstracts International73-07A(E).
Subject:	Education, Educational Psychology. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3499697
ISBN:	9781267245007

Correlation between self-efficacy and transfer of training in the virtual team environment.
Ransom, Scott A.

Correlation between self-efficacy and transfer of training in the virtual team environment. - 170 p.

Source: Dissertation Abstracts International, Volume: 73-07(E), Section: A.

Thesis (Ph.D.)--Capella University, 2012.

Virtual team performances historically lag behind their collocated counterparts. Social cognitive theory posits that self-efficacy is a significant factor contributing to employee performance, and research suggests that the on-the-job implementation of performance improvement initiatives (such as employee training) requires employee self-efficacy in order to be effective. Self-efficacy is reinforced by several social constructs and is facilitated by employee communication; in the virtual environment these constructs and communication vehicles differ from those in a collocated setting. This study examined what correlation exists between virtual team member self-efficacy and transfer of training, as well as investigating correlations between various communication methods, self-efficacy, and training transfer. Virtual team members in a field organization of a medical device company were surveyed; they were asked to self-report self-efficacy, transfer of training, and preferred communication vehicles. The resulting data were analyzed using standard statistical methods. A significant positive correlation was found between general self-efficacy and training transfer. Positive correlations were also found between contextually richer forms of employee communication (such as telephone conversations) and self-efficacy, with negative correlations found between more shallow "quick hit" communication vehicles (such as texting or instant messaging) and self-efficacy and transfer of training. This study showed that employee factors including self-efficacy and communication preferences correlate to likelihood of training transfer in the virtual team environment. For virtual team managers looking to improve organizational performance, the results of this study suggest the need to develop methods to address social deficits in order to increase self-efficacy and thereby maximize training transfer.

ISBN: 9781267245007Subjects--Topical Terms:

1017560
Education, Educational Psychology.

Correlation between self-efficacy and transfer of training in the virtual team environment.
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100 1 $a Ransom, Scott A. $3 2105737
245 1 0 $a Correlation between self-efficacy and transfer of training in the virtual team environment.
300 $a 170 p.
500 $a Source: Dissertation Abstracts International, Volume: 73-07(E), Section: A.
500 $a Adviser: Charlotte Redden.
502 $a Thesis (Ph.D.)--Capella University, 2012.
520 $a Virtual team performances historically lag behind their collocated counterparts. Social cognitive theory posits that self-efficacy is a significant factor contributing to employee performance, and research suggests that the on-the-job implementation of performance improvement initiatives (such as employee training) requires employee self-efficacy in order to be effective. Self-efficacy is reinforced by several social constructs and is facilitated by employee communication; in the virtual environment these constructs and communication vehicles differ from those in a collocated setting. This study examined what correlation exists between virtual team member self-efficacy and transfer of training, as well as investigating correlations between various communication methods, self-efficacy, and training transfer. Virtual team members in a field organization of a medical device company were surveyed; they were asked to self-report self-efficacy, transfer of training, and preferred communication vehicles. The resulting data were analyzed using standard statistical methods. A significant positive correlation was found between general self-efficacy and training transfer. Positive correlations were also found between contextually richer forms of employee communication (such as telephone conversations) and self-efficacy, with negative correlations found between more shallow "quick hit" communication vehicles (such as texting or instant messaging) and self-efficacy and transfer of training. This study showed that employee factors including self-efficacy and communication preferences correlate to likelihood of training transfer in the virtual team environment. For virtual team managers looking to improve organizational performance, the results of this study suggest the need to develop methods to address social deficits in order to increase self-efficacy and thereby maximize training transfer.
590 $a School code: 1351.
650 4 $a Education, Educational Psychology. $3 1017560
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650 4 $a Education, Business. $3 1017515
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710 2 $a Capella University. $b School of Education. $3 1018430
773 0 $t Dissertation Abstracts International $g 73-07A(E).
790 $a 1351
791 $a Ph.D.
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793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3499697