Search Results

Although the influence of workplace practices and employees’ experiences with training effectiveness has received considerable attention, less is known of the influence of workplace practices on training evaluation methods. The purposes of this study were to: (1) explore and understand the training evaluation methods used by seven Taiwanese companies benchmarked for their excellence; and (2) compare Kirkpatrick’s and Swanson’s training evaluation models with practices used by the benchmarked Taiwanese organizations from a cross-cultural perspective. Five themes emerged from in-depth interviews, extending our understanding of training evaluation in the benchmarked Taiwanese organizations.

Published abstract reprinted by permission of the copyright owner. Show less

Drawing on social exchange theory and stakeholder responses to corporate social responsibility model, this study aimed to examine if the cross-level impacts of perceived investment in green employee development climate (PIGED) on environmental commitment (EC) and green well-being (GWB) were mediated by green person-job fit and green growth need strength. We collected a total of 412 employees and 80 operating units from a leading palm-oil company in Malaysia. The multilevel regression analysis found the cross-level effects of PIGED on EC and GWB that were partially mediated by green person-job fit and green growth need strength. Due to incomplete understanding of more dynamic relationships at the cross-level analysis, this study contributes a nuanced understanding of psychological mechanism of PIGED and its beneficial values for employees to develop quality of relationships between organizations and employees. Human resource professionals can leverage on PIGED across units at multiple locations to create beneficial values to employees' jobs and their personal growth desire which can promote EC and GWB.

Published abstract. Show less