Examining the Effect of A Goal Setting Intervention on Transfer

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).

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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).

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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).

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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.

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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.

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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?

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Research Design

• Three group posttest only randomized experimental
  design
• convenience sample
• Measures to be developed

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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

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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

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References

• 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.

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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.

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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