Feedback and Goal Setting : Promoting the Transfer of Training in Railroad Employees

• YAMAUCHI KANA

  RAILWAY TECHNICAL RESEARCH INSTITUTE

• KIKUCHI FUMITOSHI

  RAILWAY TECHNICAL RESEARCH INSTITUTE

Bibliographic Information

Other Title

• 鉄道従業員向けアナウンス研修の転移促進手法に関する実験的検討
• テツドウ ジュウギョウイン ムケ アナウンス ケンシュウ ノ テンイ ソクシン シュホウ ニ カンスル ジッケンテキ ケントウ

Abstract

  Follow-up methods for improving and maintaining effects of off-the-job training for railroad workers were investigated in the present study.  A training program was designed to produce an active transformation of attitudes about making announcements regarding problems in the transport system, using goal-directed behavior instead of conventional behavior.  A quasi-experimental, non-equivalent, pre-post test design with 4 groups was used.  The participants (N=543) were employees of a railroad company in a metropolitan area.  During training, a DVD was used to show them the teaching material.  Then, the participants were presented with 1 of the following 4 conditions: (a) goal setting (GS): the participants were required to set a goal just after watching the DVD, (b) feedback (FB): 3 months after they watched the DVD, the participants were shown data on changes in the consciousness and behavior of colleagues between the pre- and post-DVD presentations, c a combination of goal setting and feedback, and (d) a control condition with no follow-up.  Using a questionnaire that was administered multiple times, the following psychological variables were assessed: attitudes toward goal-directed behavior, subjective norms, and behavioral intentions, as well as the execution of goal-directed behavior.  The analysis compared the data from pre-training and 6 months post-training.  The results indicated that (a) scores on the psychological variables increased significantly in both the goal setting and feedback groups, compared to the control group, (b) the rate of executing goal behavior increased more in the feedback group than in the other conditions, regardless of whether or not the goal behavior had been decided before the training.  The results of the present study suggest that feedback is more effective for promoting learning in railroad employees at psychological and behavioral levels.  Therefore, the discussion recommends that educational methods for improving the effects of feedback should be promoted.

Journal

• The Japanese Journal of Educational Psychology

  The Japanese Journal of Educational Psychology 64 (1), 131-143, 2016

  The Japanese Association of Educational Psychology

Keywords

• within-industry training
• transfer of training
• feedback (FB)
• goal setting (GS)
• follow up

Details

• CRID: 1390001204786117120
• NII Article ID: 130005144105
• NII Book ID: AN00345837
• DOI: 10.5926/jjep.64.131
• ISSN: 21863075
• ISSN: 00215015
• NDL BIB ID: 027242252
• Web Site: https://ndlsearch.ndl.go.jp/books/R000000004-I027242252
• Web Site: https://www.jstage.jst.go.jp/article/jjep/64/1/64_131/_pdf
• Text Lang: ja
• Data Source:
  • JaLC
  • NDL
  • Crossref
  • CiNii Articles
• Abstract License Flag: Disallowed