The present study tested the effects of the theory-based training method, feedback on performance, on three of Kirkpatrick's four levels of training criteria: (a) reaction, (b) learning, and (c) behavior. This study extended Nguyen and colleagues' research on training students in professional use of social-networking websites (SNW). This research tested whether the SNW training was more effective when feedback on performance was integrated into the intervention design. It was predicted that participants who received training that included feedback on performance would (a) retain more knowledge, (b) be more satisfied with the training, and (c) be more likely to change their SNW behavior than participants who did not receive feedback. The results indicated that training overall was effective in positively changing the targets' reactions, learning and behavior. However, the training method, feedback on performance, did not significantly impact reactions, learning or behavior compared with the general training.
|Advisor:||Maxfield, Lisa M.|
|Commitee:||Eslamian, Sanaz, Nguyen, Hanna-Hanh, Whitney, David J.|
|School:||California State University, Long Beach|
|School Location:||United States -- California|
|Source:||MAI 53/01M(E), Masters Abstracts International|
|Subjects:||Occupational psychology, Web Studies, Organizational behavior|
|Keywords:||Performance feedback, Professional social media, Social-networking websites, Training techniques|
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