Psychology
Permanent URI for this communityhttp://hdl.handle.net/1903/2270
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Item CROSS-CULTURAL COMPETENCE TRAINING EFFECTIVENESS: THE IMACT OF TRAINING TRANSFER AND PREDICTORS OF TRANSFER(2013) Feinberg, Emily Greene; Hanges, Paul; Psychology; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)In order to better understand the many inconsistencies found in previous research on cross-cultural competence (3C) training effectiveness, this study investigated the impact of training transfer (i.e., the extent to which training concepts are applied to the job context) on cross-cultural success outcomes. Predictors of training transfer, unique to 3C training setting, were also examined. Specifically, individual characteristics, such as personality (i.e., openness to experience, tolerance for ambiguity), cultural motivation, and previous international experience, in addition to climate for transfer (home and host organizations), were discussed as important factors that will likely impact the extent to which training transfer occurs. Hypotheses were tested in a sample of Peace Corps volunteers (N=101) who were completing a cross-cultural training course in preparation for foreign assignment. Results found support for training transfer main effects, as well as cultural motivation and home organization climate for transfer as significant predictors of transfer. Theoretical and practical implications are discussed.Item Individual Values as a Predictor for Job Applicant Preferences: An Application of the Theory of Work Adjustment(2009) Feinberg, Emily Greene; Hanges, Paul J.; Psychology; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)The present study examined the relationship between individual values and job characteristic preferences based on the Theory of Work Adjustment (TWA) (Lofquist & Dawis, 1969). In order to increase the generalizability of the research, an expanded values inventory and job characteristics framework were used to measure job applicant needs and preferences in work design. Furthermore, a profile analysis approach was used to account for the interaction of multiple job attributes on job applicant attraction perceptions. Survey data, collected from senior undergraduate students (N=155), showed a significant relationship between several value dimensions (i.e., power, stimulation, benevolence) and an increased attraction to its hypothesized "ideal" job profile type, written to reflect the theoretical relationship between each value dimension and the job characteristics framework. These results provide preliminary evidence for the use of the TWA and the job profile approach to better understand job applicant preferences. Implications for research and practice are discussed.