Social Processes in Work Groups: A Model of the Effect of Involvement, Credibility, and Goal Linkage on Training Success

Abstract

The ef fect of social processes in the work group on training has not been systematica l ly studied . A model is proposed that cons iders the inf luence of pre-tra in ing soc ial processes and supervi sor credibi l ity on expected training ut i l ity , tra ining motivat ion and learning . Survey data were collected before and after training in organi z at ions from a large southern metropol itan area . Social process variables include group goa l l i nkage , e xpected supervisor and work group tra ining transfer c l imates , and involvement in tra ining dec i s ion . In addition , j ob involvement and supervisor cred ib i l ity were assessed . Dependent variables inc luded expected j ob and career uti l ity of tra ining , motivation to take tra ining , and learning . Tra inee subj ects ( n = 2 4 5 ) represented d i f ferent k inds of organi z ations , types of train ing , and leve ls with in the organ i z at ions . LI SREL ana lys is of the model suggested that social processes in a work group exerted an inf luence on learning new ski l l s . For instance , involvement in the tra ining dec ision increased the tra inee ' s perception of j ob uti l ity of tra ining . Job ut i l ity was also predicted by the tra ining transfer c l imate provided by the supervi sor . In addition , supervisor credib i l ity increased the perce ived j ob uti l ity of training . Fina l ly , perce ived j ob uti l ity of training Soc ial Processes vi predicted tra ining motivation , which in turn , predicted tra ining success . The f indings of this research suggest that organi z ations should increase trainees ' invo lvement in the decis ion to be tra ined , train supervisors to provide support for training trans fer , and encourage percept ions of supervisor credibi lity . Soc i a l Processes v i i