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1 – 10 of over 76000Li Zhou, Fan Zhang, Shudong Zhou and Calum G. Turvey
The purpose of this paper is to examine the relationships of technical training and the peer effects of technical training with farmers' pesticide use behaviors.
Abstract
Purpose
The purpose of this paper is to examine the relationships of technical training and the peer effects of technical training with farmers' pesticide use behaviors.
Design/methodology/approach
This study uses survey data from 300 peanut growers in Zoucheng County, Shandong, China, in 2016 and employs spatial econometric models to examine the relationships of technical training and the peer effects of technical training with farmers' pesticide use behaviors.
Findings
This paper reveals that important peer effects can be channeled through technical training and that these peer effects are sufficiently significant to encourage neighboring farmers to reduce the amount of pesticide use, to transform the structure of pesticide use, and to increase the usage amount of low-toxicity, low-residue pesticide use per hectare. The estimated parameters for the peer effects from technical training are significantly larger than those from technical training alone, which suggests that the technical training of neighboring farmers plays a greater role than technical training for farmers individually.
Originality/value
The research finds that technical training within smaller, localized, groups can induce previously unobservable spillover effects, and this provides a scientific, theoretical and empirical justification for agricultural technology extension that can lead to a rapid, effective transformation of applying new agricultural technologies in an environmentally sensitive and economically sustainable manner.
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Svenja Richter and Simone Kauffeld
This paper aims to provide an understanding of influencing motivation and volition in the transfer of learning within the context of technical training in different countries by…
Abstract
Purpose
This paper aims to provide an understanding of influencing motivation and volition in the transfer of learning within the context of technical training in different countries by controlling predictors.
Design/methodology/approach
In six countries, employees from one automotive company’s service centres were asked to complete two online questionnaires after a blended learning training program with technical content (t1: 7 to 12 days after the training, t2: 5 to 7 weeks after). In total, 441 technical staff members participated.
Findings
Results suggest that motivation and volition mediate the effects of peer support, content validity and supervisor support on training transfer after a technical training. The outcomes show that peer support has an important influence on motivation and that national culture is less important than company culture.
Research limitations/implications
The results should be tested further in different trainings, companies and countries.
Originality/value
This is one of the first international studies to confirm peer support and content validity as predictors for motivation to transfer after technical training. It is also the first instance of exploring possible mediation by motivation and volition on peer support and content validity after technical training in an intercultural context.
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This study aims to explore the simultaneous impact of employees' participation in non‐technical training, technical training, and coaching on subsequent job performance, job…
Abstract
Purpose
This study aims to explore the simultaneous impact of employees' participation in non‐technical training, technical training, and coaching on subsequent job performance, job involvement, and job satisfaction.
Design/methodology/approach
The present study was based on a sample of German call center employees and on a longitudinal, multiple‐sources‐of‐data research design.
Findings
It was found that non‐technical training impacted subsequent soft skills and that technical training predicted subsequent hard skills as well as job involvement. Moreover, employees' participation in coaching predicted job satisfaction.
Research limitations/implications
The present study was the first to demonstrate positive effects of technical training on job involvement, and of coaching on job satisfaction. In sum, validity of several developmental interventions was highlighted.
Practical implications
Organizations designing and implementing various developmental interventions should pay attention to the relative effectiveness of these interventions on various organizational‐relevant outcome criteria.
Originality/value
For the first time, the simultaneous impact of multiple human resource development interventions on several outcome criteria was tested empirically.
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Training Week will put the tangibles of technical college work and training in the limelight well enough, but the basic flaw running through the pattern of this work — since well…
Abstract
Training Week will put the tangibles of technical college work and training in the limelight well enough, but the basic flaw running through the pattern of this work — since well before 1956 — is not so tangible and might escape the public altogether. It is the problem of staffing the technical colleges and training departments. The author queries some long‐held views on this subject and outlines a possible new approach to the recruitment and training of technical teachers. The article concludes with some thoughts on a new industrial and commercial thought revolution, and a forward look at the next White Paper
Long‐standing vocational training institutions in Latin America countries are undergoing significant transformation to improve their relevance, efficiency and effectiveness in…
Abstract
Long‐standing vocational training institutions in Latin America countries are undergoing significant transformation to improve their relevance, efficiency and effectiveness in responding to the challenges of increased competitiveness, economic restructuring, technological change and evolving social demands. Based on an extensive survey conducted in 1990, reviews and analyses the recent changes and innovations taking place in such organizations, focusing on their institutional policies, strategies, programmes and services delivered. Trends show that training authorities are evolving towards: (1) emphasizing in‐service training; (2) up‐grading the level of training; (3) organizing training by economic sectors; (4) transferring training delivery to enterprises; (5) focusing on direct support to small‐scale enterprises; and (6) taking on new roles in technology transfer. national training authorities have thus managed to strengthen their linkages and legitimacy with enterprises against a background of reduced public funding and mounting pressure from enterprises to satisfy their increasing and more diverse demands.
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The appearance of a memorandum prepared by the Association of Teachers in Technical Institutions, together with the Association of Principals of Technical Institutions, on…
Abstract
The appearance of a memorandum prepared by the Association of Teachers in Technical Institutions, together with the Association of Principals of Technical Institutions, on relations between colleges and the representatives of Industry Training Boards, gives public recognition, at least by implication if not by direct statement, to difficulties which have for some time existed in the working of the 1964 Industrial Training Act. A year ago, W. M. MacQueen referred to evidence which suggested that … the Industrial Training Act is being misinterpreted to the detriment of our technical education service and consequently of our industry, and more recently, EDUCATION, the official journal of the Association of Education Committees, commented that Resentment against the training officers attached to industry training boards has been steadily hotting up in colleges of further education. Some of them, the technical teachers say privately, are butting in like self‐styled HMIs, and presuming too far to tell the teachers their business. And some local authorities, the teachers allege, instead of defending the teachers, have been turning a blind eye to the interference because of the undeniable financial benefits which accrue to the education service from investment by industry.
Chip R. Bell and Fredric H. Margolis
Training, it is claimed, has many meanings. Through examining itsgoals, its special interpretations are best appreciated. Training withdifferent goals is referred to as different…
Abstract
Training, it is claimed, has many meanings. Through examining its goals, its special interpretations are best appreciated. Training with different goals is referred to as different types of training, divided into administrative, professional‐technical, mechanical‐technical and interpersonal. These are defined, the elements of training programmes in each type set out, and the relationship between what is arguably an essential prerequisite for trainers – the needs analysis – and the types of training presented.
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Nicole Detsimas, Vaughan Coffey, Zabihullah Sadiqi and Mei Li
– The purpose of this paper is to investigate the current skills gap in both generic and skill areas within the construction industry in Queensland, Australia.
Abstract
Purpose
The purpose of this paper is to investigate the current skills gap in both generic and skill areas within the construction industry in Queensland, Australia.
Design/methodology/approach
An internet-based survey was administered to collect the opinions of construction employees about the workplace-training environment and their perceptions towards training. The survey intended to address the following research questions, specifically in relation to the construction industry.
Findings
The survey results reveal that whilst overall participation in workplace training is high, the current workplace training environments do not foster balanced skill development. The study reveals that in the current absence of a formal and well-balanced training mechanism, construction workers generally resort to their own informal self-development initiatives to develop the needed role-specific theoretical knowledge.
Research limitations/implications
The findings of the research are based on the data primarily collected in the construction industry in Queensland, Australia. The data are limited to a single Tier 2 construction company.
Practical implications
The findings of this study can be utilised to suggest improvements in the current (or develop new) workplace training initiatives.
Social implications
The research suggests that workplace training has positive relationship with career growth. The results suggest that in the construction industry, employees are generally well aware of the importance of workplace training in their career development and they largely appreciate training as being a critical factor for developing their capacity to perform their roles successfully, and to maintain their employability.
Originality/value
This paper is unique as it investigates the current skills gap in both generic and skill areas within the construction industry in Queensland, Australia. So far no work has been undertaken to identify and discusses the main method of workplace learning within the Tier 2 industry in the context of Queensland Australia.
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The aim of this paper is to gain insight into some of the types of training and development practices that are carried out in the chemical industry for technical workers. A…
Abstract
Purpose
The aim of this paper is to gain insight into some of the types of training and development practices that are carried out in the chemical industry for technical workers. A salient focus of the study is to make a comparative analysis of four MNCs, which were selected based on equity ownership, to ascertain whether T&D practices are similar regardless of equity ownership.
Design/methodology/approach
Specifically, four MNCs in the chemical industry were analysed to ascertain the types and intensity of T&D practices in these MNCs in Malaysia. In‐depth interviews were conducted with some of the HR practitioners in each organisation.
Findings
Regardless of ownership, T&D practices of technical workers in the chemical industry in Malaysia are rather similar, though it differs in terms of intensity. On the whole, European MNCs place more importance on T&D, but it cannot be concluded that European‐owned MNCs have better T&D practices than Asian‐owned MNCs.
Research limitations/implications
Similar research could be conducted on a larger sample, incorporating MNCs of different equity ownership to determine how T&D policies of globalised MNCs affect employee performance. Further research could be extended to different regions and sectors.
Practical implications
It provides an insight of desirable T&D practices that HR practitioners could develop to create competitive advantage through their human resources.
Originality/value
In addition to identifying the relevant T&D practices, commentary is provided of current knowledge in terms of best T&D practices that could be emulated by local organisations as well as other institutions in the Asia Pacific region.
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Abbas Salih Mehdi and Olive Robinson
Iraq with a population of approximately 13 million in 1980 is one of the capital (oil) rich countries of the Arab region, and shares with them the objective of a fast pace of…
Abstract
Iraq with a population of approximately 13 million in 1980 is one of the capital (oil) rich countries of the Arab region, and shares with them the objective of a fast pace of economic development. Such Arab states may be characterised by the existence of a large and expanding government sector, ambitious industrial development programmes and the pursuit of an increasing standard of welfare and income for their inhabitants. Since about 1970 Iraq's economy has been radically transformed and change is continuing. The demand for labour has grown commensurately with the successive national development plans of the decade. Meeting these increased labour requirements presents formidable tasks for policy makers and planners in Iraq as in other Arab countries.