The influence of learning activity on low-skilled workers’ skill improvement in the South Korean manufacturing industry

The main purpose of this study was to explore how low-skilled worker’s learning activity influences skill improvement. Using a unique 2007 Human Capital Corporate Panel data-set from the South Korean manufacturing industry, we operationalize skill improvement over time among low-skilled workers. A worker is classified as ‘low skilled’ if he or she has a low education level and poor technical skills. Regression models show that low-skilled workers’ informal learning positively influences their skill improvement. In contrast, we note that supervisors negatively influence skill improvement of low-skilled workers when measuring the change in technical skill proficiency. Quality circle programmes also have a positive influence on skill improvement. In conclusion, skills can be improved through planned interventions that increase collaboration on the job. The results from this study help to highlight the importance of designing learning interventions for low-skilled workers that take account of their underlying education and skills.     

Impact of an Overt Response System on Staff Performance and Maintenance of Computer-Based Instruction

Interactive Computer Based Instruction (CBI) systems involve teaching strategies to facilitate greater response opportunities during training in an effort to improve learner performance. The current study investigated the effect of online staff training videos with and without overt response requirements on posttest and maintenance test scores across six block-randomized instructional modules for four employees of a university located in the southeastern region of the United States. The overt response consisted of multiple-choice questions administered throughout select teaching modules using an alternating treatment design. Findings suggest that learning occurred as a result of the CBI training; however, the effectiveness of the overt response system varied across individuals, with no discernible differentiation between learning gains associated with response requirements. Other areas of research for expanding the efficacy of CBI and overt response systems are highlighted.     

The Use of the Performance Diagnostic Checklist to Guide Intervention Selection in an Independently Owned Coffee Shop

Abstract

The utility of the Performance Diagnostic Checklist (PDC) (Austin, 2000) as an assessment tool to design an intervention for increasing maintenance tasks in an independently owned coffee shop was examined. The PDC, which was administered to four employees, identified a lack of appropriate antecedents and consequences as areas in need of intervention. Based on the results of the PDC, task clarification and a lottery were implemented in a multiple baseline across tasks design to increase employees' completion of maintenance tasks. The results for task group 1 yielded baseline and intervention means of 44% and 86%, respectively. The results for task group 2 yielded baseline and intervention means of 32% and 67%, respectively. A social validity measure indicated that employees thought that the appearance of the shop had improved, believed the changes helped to improve customer satisfaction, and claimed that the new procedures made their job easier. Overall, results suggest that the PDC can be an effective assessment tool for identifying and subsequently targeting specific areas of improvement within an organization.     

On the role of Prognostics and Health Management in advanced maintenance systems

The advanced use of the Information and Communication Technologies is evolving the way that systems are managed and maintained. A great number of techniques and methods have emerged in the light of these advances allowing to have an accurate and knowledge about the systems’ condition evolution and remaining useful life. The advances are recognised as outcomes of an innovative discipline, nowadays discussed under the term of Prognostics and Health Management (PHM). In order to analyse how maintenance will change using PHM, a conceptual model is proposed built upon three views. The model highlights: (i) how PHM may impact the definition of maintenance policies; (ii) how PHM fits within the condition-based maintenance; and (iii) how PHM can be integrated into reliability-centred maintenance programmes. The conceptual model is the research finding of this review note and helps to discuss the role of PHM in advanced maintenance systems.     

Learning curve analysis in total productive maintenance

The continuous improvement concepts such as total quality management, just-in-time and total productive maintenance have been widely recognized as a strategic weapon and successfully implemented in many organizations. In this paper, we focus on the application of total productive maintenance (TPM). A random effect non-linear regression model called the Time Constant Model was used to formulate a prediction model for the learning rate in terms of company size, sales, ISO 9000 certification and TPM award year. A two-stage analysis was employed to estimate the parameters. Using the approach of this study, one can determine the appropriate time for checking the performance of implementing total productive maintenance. By comparing the expected overall equipment effectiveness (OEE), one can improve the maintenance policy and monitor the progress of OEE.     

The Impact of a Task Clarification and Feedback Intervention on Restaurant Service Quality

Customer service is a key aspect of restaurant success, as performance has shown a reliable positive relationship with customer retention. However, waitstaff performance may deteriorate, as income from gratuities is often unrelated to service quality. The present study investigated the effectiveness of an intervention consisting of task clarification and task-specific feedback on restaurant service tasks and observed the relationship between task completion and gratuities. Three adult women servers participated during their regular working shifts at a local dine-in restaurant. Initially customer service task completion was low (36% on average across participants). Performance increased immediately following the introduction of the intervention, and all participants maintained 87.5%–100% task completion. Correlational analyses found that gratuities were unrelated to performance and may thus pose a problem for performance maintenance. Implications relating to feedback and payment schedules are discussed.     

The impact of a participatory organizational intervention on job stress in community health care institutions

The aim of the present study was to investigate the effect of a short-term participatory intervention in health care institutions in Norway on workers' control, other job characteristics, job stress, subjective health and job satisfaction. Participants (including managers and supervisors) were randomly allocated to intervention groups and to a control group. Actions to solve problems based on the employees' own perceptions of the main problems were seen as the key motivators for organizational improvement and increased control at the task and office level in the work situation. The main stressors identified by the participants in this study were lack of information, communication and respect between professions, as well as the need for professional and personal development. The participatory intervention had a positive, but limited effect on work-related stress, job characteristics, learning climate and management style, and seemed to have started a beneficial change process. There were no negative short-term effects on work-related stress and job demands. Organizational interventions may be a potential training ground for acquiring participatory skills and resources, and if sustained after the intervention period, they can have long-term effects on problem solving, job stress and employee satisfaction.     

Behaviour Modelling: Its Record and Potential in Training and Development

Behaviour modelling training is an approach to training systems design which has a strong conceptual base in social learning theory (Bandura, 1977). In the mid 1970s, Goldstein and Sorcher produced a now well-known book which described the application of behaviour-modelling techniques to supervisory training. In the last 15 years or so the conceptual basis of behaviour modelling has progressed (Bandura, 1986) and there has been a steady stream of studies (see Decker and Nathan, 1985; Goldstein and Gessner, 1988) investigating the use and potential of the approach in organizational settings. The first half of this article provides an overview of the conceptual basis for behaviour modelling training and examines the extent to which behaviour modelling practice provides a valid operationalization of underlying theory. The remainder of the article is concerned with issues of evaluation and applicability. Research on the use of behaviour-modelling techniques has shown consistently good reaction and learning data (i.e. trainees like the material and are able to learn from it). Evidence concerning the transfer of learning back to the job (i.e. behaviour change and organization impact) is much more equivocal. The available evidence is reviewed and used to produce an account of the record and potential of behaviour modelling training.     

Job resources and emotional exhaustion: The mediating role of learning opportunities

The Job Demands-Resources model predicts that job demands increase and job resources decrease emotional exhaustion in employees. In this study, we investigated one possible mechanism for this, in order to provide a deeper insight into the role of job resources in this energy-depletion process. We assumed that job resources (autonomy and task variety) reduce emotional exhaustion through the promotion of opportunities for personal growth and development, especially workplace learning. Moreover, we expected that job demands (workload, cognitive and emotional demands) would be positively related to work-related learning opportunities. Our research model was tested in a large and heterogeneous sample out of the Dutch working population (N = 4589), following a cross-validation procedure. Multi-group structural equation modelling revealed that autonomy and task variety promoted learning opportunities, which in turn partially mediated between these job resources and emotional exhaustion. With respect to job demands, our study showed mixed results: cognitive demands promoted learning opportunities, workload frustrated such opportunities, and emotional demands were not significantly related to learning opportunities. Our results contribute to a better understanding of the interplay between job demands, job resources and learning opportunities in the energy-depletion process, and support the need for the promotion of learning opportunities in the workplace.     

基于学习与协同效应的云制造任务动态双边匹模型

云制造环境下的智能服务单元具有自适应学习能力,并通过社会关系与其他服务进行资源传递、信息共享交互,协作完成复杂制造项目。根据云平台上制造任务关联性与服务协同性的新特征,提出考虑学习与协同效应的制造任务双边匹配决策方法。由于云交易的重复性、动态性,服务通过多次参与任务积累知识提升服务质量,构造基于学习效应模型的主体动态能力计算方法,运用期望效用理论聚合双方满意度。同时,应用协同网络刻画服务社会关系,基于社会网络理论计算服务间协同满意度。从而构建以任务、服务满意度、服务间协同满意度最大化的一对一双边匹配多目标模型。通过汽车云制造实例运算得到最优匹配方案,验证本文模型的有效性,并与一般双向匹配、考虑学习、考协同效应的3类模型比较,证明本文模型的优势,更符合实际制造场景要求。     

Asymptotic Efficiency in Parametric Structural Models with Parameter‐Dependent Support

In certain auction, search, and related models, the boundary of the support of the observed data depends on some of the parameters of interest. For such nonregular models, standard asymptotic distribution theory does not apply. Previous work has focused on characterizing the nonstandard limiting distributions of particular estimators in these models. In contrast, we study the problem of constructing efficient point estimators. We show that the maximum likelihood estimator is generally inefficient, but that the Bayes estimator is efficient according to the local asymptotic minmax criterion for conventional loss functions. We provide intuition for this result using Le Cam's limits of experiments framework.     

Measuring dynamic efficiency of highway maintenance operations

In this paper we discuss a dynamic efficiency measurement model for evaluating the performance of highway maintenance policies where the inter-temporal dependencies between consumption of inputs (i.e., maintenance budget) and realization of outputs (i.e., improvement in road condition) are explicitly captured. We build on a micro representation of pavement deterioration and renewal processes and study the impact of the allocation of scarce maintenance budgets over time. We provide a measure of efficiency that contrasts the optimized budget allocations to the actual ones. The developed model is then applied to an empirical dataset of pavement condition and maintenance expenditures over the years 2002 to 2008 corresponding to seventeen miles of interstate highway that lay in one of the counties in the state of Virginia, USA. The policies that were found through optimization showed that road authorities should give higher priorities to preventive maintenance than corrective maintenance. In essence, by applying preventive maintenance, the road authorities can effectively decrease the need for future corrective maintenance while spending less overall.     

Is It Always Worth Waiting? The Effect of Autonomy‐supportive Teaching on Short‐term and Long‐term Learning Outcomes

Autonomy is known for its positive effects and its use in management practice. Recently an urgent debate has emerged on its drawbacks on individual outcomes. In this study, we investigate and test a model on the effect on individual learning of an autonomy‐supportive teaching style and its interplay with the learner's previous experience and perceived management support. Specifically, while research has emphasized the positive effect of similar contexts, this study focuses on its differential effect on short‐term and long‐term learning outcomes, challenging the traditional view of autonomy. We also explore how job experience and management support can improve the effects of autonomy on individual learning. We test our model by collecting longitudinal data on a sample of 200 individuals participating in a training programme on managerial skills. Our results show that (1) the extent to which teachers were perceived as autonomy‐supportive presents a linear relationship with short‐term learning outcomes (utility reactions) and a positive curvilinear relationship with training transfer in the long term; (2) learner job experience and perceived management support for learning have a positive moderating effect on the linear relationship between autonomy and learning outcomes.     

The impact of a participatory organizational intervention on job stress in community health care institutions

The aim of the present study was to investigate the effect of a short-term participatory intervention in health care institutions in Norway on workers' control, other job characteristics, job stress, subjective health and job satisfaction. Participants (including managers and supervisors) were randomly allocated to intervention groups and to a control group. Actions to solve problems based on the employees' own perceptions of the main problems were seen as the key motivators for organizational improvement and increased control at the task and office level in the work situation. The main stressors identified by the participants in this study were lack of information, communication and respect between professions, as well as the need for professional and personal development. The participatory intervention had a positive, but limited effect on work-related stress, job characteristics, learning climate and management style, and seemed to have started a beneficial change process. There were no negative short-term effects on work-related stress and job demands. Organizational interventions may be a potential training ground for acquiring participatory skills and resources, and if sustained after the intervention period, they can have long-term effects on problem solving, job stress and employee satisfaction.     

The soft side of knowledge transfer partnerships between universities and small to medium enterprises: an exploratory study to understand process improvement

Abstract

The study explores the soft side of knowledge transfer partnerships between universities and small to medium enterprises (SMEs), a topic which is often neglected in the knowledge management literature. The aim of this paper is to uncover the issues which emerge during formation of a partnership between heterogeneous organizations and universities. In addition, the study unfolds the criticalities of typical process improvement capability that supports the knowledge transfer partnerships between universities and SMEs. Using multiple cases, this study unravels the dominant elements that influence knowledge transfer process development, governance, implications and responsibilities. The major contribution of this study is the development of a framework based on empirical evidence using three knowledge transfer partnerships (KTPs) which illustrates the way in which soft factors in knowledge transfer partnership phases may have an impact on success or failure of university–industry collaborations for innovation.     

The effects of new dimensions of psychological job demands and job control on active learning and occupational health

Abstract

Recent changes in job content may have led to changes in job demands and control, and earlier operationalizations of the demand concept may be too general (MT). The aim of this paper is to show how new dimensions of psychological job demands are related to two sets of outcome variables, employee health and active learning, and how these relationships are modified or interact with social support and types of job control. The study was carried out as a survey among employees of 13 electric companies in Norway, N=2435. Lisrel was used to assess the fit of the proposed models. Compared to the traditional demands control model, an extended version used in this study increased the explained variance on an average by 4% on various occupational health variables. It was found that various dimensions of demands were differentially related to the outcome variables. Skill discretion uniformly reduced the effect of the demands: for groups low in skill discretion there was a stronger relationship between demands and outcomes than for groups high in skill discretion. The interaction pattern for the remaining control and support variables was however more complicated and warrants further study. The practical implications are that employers should carefully consider the quality of work. Special attention should be given to the quantitative demands of the jobs, since there seems to be few moderators for the relationship between those demands and job stress and subjective health complaints.     

Effectiveness of Job Aids and Post Performance Review on Staff Implementation of Discrete Trial Instruction

Discrete-trial instruction (DTI) is a well-established instructional method for teaching children with autism. Accurate implementation of DTI procedures requires that staff be well trained. This study examined the effectiveness of job aids followed by post performance review of strengths, errors, and accuracy on discrete trial instructional accuracy in three participants who conducted DTI within their current job positions. Additionally, primary training procedures were embedded within a meta-shaping procedure, which involved the gradual and systematic introduction of three levels of behavioral components required for accurate implementation of the DTI sequence with mastery criteria set at 90% accuracy across all three levels. As demonstrated in a changing criterion within a multiple baseline design, staff demonstrated increases in DTI accuracy following the initiation of the job aid condition; however, some degree of performance-based feedback was required to establish high levels of procedural fidelity across the DTI sequence. Performance accuracy on maintenance probes remained at high levels. These findings provide support that job aids followed by performance-based feedback may be an effective and efficient method for shaping high levels of DTI procedural fidelity in staff. Additionally, gradual shaping of the DTI accuracy may scaffold performance, minimize errors, and increase social validity.     

An Equilibrium Theory of Learning,Search, and Wages

We examine the labor market effects of incomplete information about the workers' own job‐finding process. Search outcomes convey valuable information, and learning from search generates endogenous heterogeneity in workers' beliefs about their job‐finding probability. We characterize this process and analyze its interactions with job creation and wage determination. Our theory sheds new light on how unemployment can affect workers' labor market outcomes and wage determination, providing a rational explanation for discouragement as the consequence of negative search outcomes. In particular, longer unemployment durations are likely to be followed by lower reemployment wages because a worker's beliefs about his job‐finding process deteriorate with unemployment duration. Moreover, our analysis provides a set of useful results on dynamic programming with optimal learning.     

The effects of new dimensions of psychological job demands and job control on active learning and occupational health

Recent changes in job content may have led to changes in job demands and control, and earlier operationalizations of the demand concept may be too general (MT). The aim of this paper is to show how new dimensions of psychological job demands are related to two sets of outcome variables, employee health and active learning, and how these relationships are modified or interact with social support and types of job control. The study was carried out as a survey among employees of 13 electric companies in Norway, N=2435. Lisrel was used to assess the fit of the proposed models. Compared to the traditional demands control model, an extended version used in this study increased the explained variance on an average by 4% on various occupational health variables. It was found that various dimensions of demands were differentially related to the outcome variables. Skill discretion uniformly reduced the effect of the demands: for groups low in skill discretion there was a stronger relationship between demands and outcomes than for groups high in skill discretion. The interaction pattern for the remaining control and support variables was however more complicated and warrants further study. The practical implications are that employers should carefully consider the quality of work. Special attention should be given to the quantitative demands of the jobs, since there seems to be few moderators for the relationship between those demands and job stress and subjective health complaints.     

基于企业动态能力的新兴技术演化模型及案例研究

结合新兴技术的特点,在动态能力组织学习模型研究成果的基础上,提出了一个基于企业动态能力的新兴技术演化模型。结合该模型探讨了企业动态能力推动新兴技术演化的路径。并以SONY Walkman的演化过程为例对模型进行了检验,结果表明动态能力的形成有利于新兴技术的演化。