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FACTORS AFFECTING THE OPPORTUNITY TO PERFORM TRAINED TASKS ON THE JOB
Author(s) -
FORD J. KEVIN,
QUIÑONES MIGUEL A.,
SEGO DOUGLAS J.,
SORRA JOANN SPEER
Publication year - 1992
Publication title -
personnel psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 6.076
H-Index - 142
eISSN - 1744-6570
pISSN - 0031-5826
DOI - 10.1111/j.1744-6570.1992.tb00858.x
Subject(s) - workgroup , psychology , applied psychology , job performance , affect (linguistics) , context (archaeology) , cognition , social psychology , medical education , job satisfaction , computer science , medicine , computer network , paleontology , communication , neuroscience , biology
One factor that can affect the transfer of technical skills to the job is the extent to which the trainee is given the opportunity to perform trained tasks on the job. The opportunity to perform trained tasks was conceptualized as consisting of three dimensions: breadth, activity level, and type of tasks performed. Graduates from an Air Force technical training program and their supervisors ( N = 180) responded to questionnaires measuring these three dimensions and various organizational, work context, and individual factors 4 months after the airmen had completed the training program. The results indicated that airmen obtained differential opportunities to perform trained tasks and that these differences were related to supervisory attitudes and workgroup support as well as the trainee's self‐efficacy and cognitive ability. Implications for training research and practice are discussed.