The influence of organisational commitment, job involvement and utility perceptions on trainees’ motivation to improve work through learning

Workplace training is a key strategy often used by organisations to optimise performance. Further, trainee motivation is a key determinant of the degree to which the material learned in a training programme will be transferred to the workplace, enhancing the performance of the trainee. This study investigates the relationship between several components of the Revised Human Resource Development (HRD) Evaluation and Research Model. This model provides a framework for diagnosing and understanding the causal influences of HRD intervention outcomes on training effectiveness. Data were obtained from an online questionnaire completed by 105 employees of various organisations. Findings revealed that affective organisational commitment, job involvement and utility perceptions are predictors of motivation to learn and transfer learning. An interaction effect was found, with increased affective organisational commitment predicting greater motivation to learn when training was of lower perceived utility. These findings suggest that the design and delivery of training should emphasise the relevance and utility of the programme in order to encourage greater trainee motivation and maximise return on investment. Additionally, implementing strategies aimed at promoting organisational commitment would appear beneficial.

Social Support at the Workplace, Motivation to Transfer, and Training Transfer: A Multi-Level Indirect Effects Model

Supervisor support, peer support and transfer motivation have been identified as important predictors for training transfer. Transfer motivation is supposed to mediate the support–training transfer relationship. Especially after team training interventions that include all team members (i.e., intact-team training), individual perception of these factors might be shared among team members. However, an integration of the team level in the training transfer process is rare, yet still needed. Analyzing 194 employees from 34 teams in the context of intact-team training interventions, we found similar relationships and processes at both levels of analysis: Social support enhances transfer motivation at the individual and team levels. Furthermore, motivation to transfer increases training transfer and serves as a connecting mechanism in the social support–training transfer link. The results underline the importance of (1) considering multiple levels in theories and research about the training transfer process and (2) ensuring the practice of individual-directed support and a shared, supportive climate within teams.

3.4 MU registrar informed Lloyd Gaines that he was not eligible to attend the University of Missouri due to the fact that Gaines was a Negro

After several weeks, Gaines finally received a reply to his application from Sy Woodson Canada, the MU registrar. Canada informed him that he was not eligible to attend the University of Missouri due to the fact that Gaines was a Negro and it was in conflict of Missouri state law for MU to admit him.

Copy of answer to Judge Phillip's invitation to attend his son's Commencement. 1795 July 8

One-page handwritten copy of a letter of acceptance by Mr. and Mrs. Baldwin to join Judge Samuel Phillip (Harvard AB 1771) at the Harvard Commencement where his son John Phillips (Harvard AB 1795) was graduating.

Addresses and statements by the Honorable Cordell Hull, Secretary of State of the United States of America : in connection with his trip to South America, 1933-1934, to attend the seventh International Conference of American States, Montevideo, Uruguay.

Mode of access: Internet.