“Training Utility Scale 培训效用量表”的版本间的差异
（创建页面，内容为“==简介== 新雇员正式进入组织要经过社会化的过程，而新雇员培训是组织社会化的主要措施。Lapierre, L. M. et al.（2016认为培训...”） |
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==量表== | ==量表== | ||
| − | + | 请您根据自己的实际感受和体会，对下面7项描述进行评价和判断，并在最符合的数字上划○。评价和判断的标准如下：1 非常不同意 2 不同意 3 有点不同意 4有点同意 5 同意 6 非常同意 | |
<br>1.What I learned during this training is very relevant to my job in the defense | <br>1.What I learned during this training is very relevant to my job in the defense | ||
<br>2.The content of this training will be valuable to performance in my job. | <br>2.The content of this training will be valuable to performance in my job. | ||
| 第16行： | 第16行： | ||
<br>6.I learned a lot during this training. | <br>6.I learned a lot during this training. | ||
<br>7.This training helped me to develop my abilities to later perform my job. | <br>7.This training helped me to develop my abilities to later perform my job. | ||
| + | |||
| + | 下载WORD版问卷：[[文件:Tu.doc]] | ||
==计分方法== | ==计分方法== | ||
2016年10月22日 (六) 14:07的版本
简介
新雇员正式进入组织要经过社会化的过程，而新雇员培训是组织社会化的主要措施。Lapierre, L. M. et al.（2016认为培训效用指培训项目有助于新雇员了解自己的角色定位、组织定位和价值观，以及促进雇员的社会互动的程度。
为测量新雇员的培训效用，Lapierre, L. M. et al.（2016）从Alliger, G. M等人研究成果中借鉴了7个题项，用于测量培训的效用，整理出培训效用量表(Training Utility Scale)。
信度与效度
Lapierre, L. M. et al.（2016）在欧洲国家的军队招募的军官和副级军官等候选人中选择样本进行研究，共收集了两次数据，第一次在开始训练注册日，第二次在8周后，也即军事训练结束日，共获得144份有效问卷。在培训结束后的第二次调查中，Lapierre, L. M. et al.（2016）对培训效用进行了测量，培训效用量表信度α=0.90。
量表
请您根据自己的实际感受和体会，对下面7项描述进行评价和判断，并在最符合的数字上划○。评价和判断的标准如下：1 非常不同意 2 不同意 3 有点不同意 4有点同意 5 同意 6 非常同意
1.What I learned during this training is very relevant to my job in the defense
2.The content of this training will be valuable to performance in my job.
3.This training enables me to get into the skin of a military.
4.Attending this program is likely to help me in the future.
5.This training was of great practical value.
6.I learned a lot during this training.
7.This training helped me to develop my abilities to later perform my job.
下载WORD版问卷：文件:Tu.doc
计分方法
培训效用量表包含7个题项，可以计算所包括题目的总分或平均分。
量表出处
Lapierre, L. M., Steenbergen, E. F. V., Peeters, M. C. W., & Kluwer, E. S. (2015). Juggling work and family responsibilities when involuntarily working more from home: a multiwave study of financial sales professionals. Journal of Organizational Behavior.37, 804–822.
参考文献
Alliger, G. M., Tannenbaum, S. I., WINSTON BENNETT, J. R., Traver, H., & Shotland, A. (1997). A meta-analysis of the relations among training criteria. Personnel Psychology, 50(2), 341–358.
Mathieu, J. E., & Salas, E. (1992). Influences of individual and situational characteristics on measures of training effectiveness. Academy of Management Journal, 35(4), 828-847.
Warr, P., & Bunce, D. (1995). Trainee characteristics and the outcomes of open learning. Personnel Psychology, 48(48), 347-375.
