Raymond A. Noe

The Ohio State University | OSU · Department of Management and Human Resources

A series of trends shaping the current workplace has changed the nature of human capital development practice to be more employee-driven. However, existing development research does not fully account for this shift and the anticipated benefits of employee-driven development. In this review we reflect on the current state of the employee development...

The role of fun features in training has yet to be systematically examined from an academic perspective. The purpose of this paper is to aid academic research and training practice by addressing four important issues. First, we discuss the meaning of fun in the context of workplace training. Second, we review and critique the existing research on f...

Training and development research has a long tradition within applied psychology dating back to the early 1900s. Over the years, not only has interest in the topic grown but there have been dramatic changes in both the science and practice of training and development. In the current article, we examine the evolution of training and development rese...

Research focusing on how individual differences and the work context influence informal learning is growing but incomplete. This study contributes to our understanding of the antecedents of informal learning by examining the relationships of goal orientation, job autonomy and training climate with informal learning. Based on trait activation theory...

Existing research on informal learning has been largely descriptive, anecdotal, and relatively limited regarding its antecedents. This study represents a step forward towards addressing this gap in the training and development literature by examining the relationships of work–family conflict and core self‐evaluations with informal learning among ma...

The success of strategic alliances depends on alliance teams defined as inter-organisational groups who are charged with developing new ideas, products, and services. This study investigates the effects of one type of shared mental model - team strategic knowledge mental model (shared understanding about the interactions between team) - team commun...

Human capital resources are key for organizations to gain a competitive advantage. Learning based on formal training and development programs, informal learning, and knowledge sharing influences the development of human capital resources. This article provides a selective review of research on learning that occurs in many different forms and at the...

Training effectiveness depends on conducting a thorough needs assessment. Traditional needs assessment methods are insufficient for today's business environment characterized by rapid pace, risk, and uncertainty. To overcome the deficiencies of traditional needs assessment methods, a narrative-based unstructured interview approach with subject matt...

The purpose of this research was to develop and provide initial validation evidence for the performance impact of a measure of an individual's perceived ability to learn and solve problems (PALS). Building on the self-efficacy literature and the importance of learning and problem solving, the fundamental premise of this research was that PALS would...

Many organizations are using knowledge management systems (KMSs) to facilitate knowledge sharing. However, few studies have empirically investigated how individual characteristics and organizational work practices influence knowledge sharing. Based on accountability theory, the person-situation interactional psychology perspective, and the five-fac...

The success of knowledge management initiatives depends on knowledge sharing. This paper reviews qualitative and quantitative studies of individual-level knowledge sharing. Based on the literature review we developed a framework for understanding knowledge sharing research. The framework identifies five areas of emphasis of knowledge sharing resear...

Organizations invest millions of dollars in workplace learning programs to develop human capital for competitive advantage. The effectiveness of workplace learning programs is directly linked to learner motivation. However, we contend that our current understanding of learner motivation and workplace learning is limited by the tendency to conduct r...

This study examined the relationship between mentor trust, protégé internal locus of control, and the mentoring functions reported by protégés. The matched mentor-protégé sample came from a formal mentoring program in China. We found a positive relationship between protégés' internal locus of control and the extent of mentoring functions they repor...

This study examined the influence of attachment styles and mentoring experiences on willingness to mentor in the future in a formal mentoring program in China. For both mentors and protégés, avoidance and anxiety dimensions of attachment styles and their interaction had a significant influence on willingness to mentor in the future. Mentoring exper...

The authors examined 2 forms of customization in a Web-based recruitment context. Hypotheses were tested in a controlled study in which participants viewed multiple Web-based job postings that each included information about multiple fit categories. Results indicated that customization of information regarding person-organization (PO), needs-suppli...

This two year project was conducted at a major Minneapolis newspaper. It developed employee selection procedures, a performance-based training program, and on-the-job performance indicators for evaluating newly hired experienced truck drivers. It yielded generalizable techniques which met validity requirements of federal guidelines for employee sel...

We develop an integrative theory regarding the effects of mean levels and dispersion of satisfaction predicting absenteeism. Differential interactive predictions are derived for two satisfaction foci and tested in two distinct samples. Among student teams, absenteeism from team meetings was highest when team (internally focused) satisfaction mean a...

This study examined the influence of protégé characteristics, gender composition of the mentoring relationship, the quality of the relationship, and the amount of time the protégé spent with the mentor on career and psychosocial benefits gained by the protégé. Protégés were assigned to mentors as part of a development program designed to facilitate...

Studies of the influence of trainee characteristics on training effectiveness have focused on the ability level necessary to learn program content. Motivational and environmental influences on training effectiveness have received little attention. The purpose of this study was to test an exploratory model describing the influence on trainee career...

Review and metaanalyses of published validation studies for the years 1964-1982 of Journal of Applied Psychology and Personnel Psychology were undertaken to examine the effect of (1) research design; (2) criterion used; (3) type of selection instrument used; (4) occupational group studies; and (5) predictor-criterion combination on the level of obs...

This study investigated the influence of 1,076 state employees' career stage, family characteristics, job tenure and specialization, and perceptions of job favorability, movement, and career development opportunities on willingness to accept upward, lateral, and downward mobility opportunities. Results indicated that employees in early career stage...

This naturally occurring quasi-experiment examined how learning goal orientation (LGO), delivery mode (classroom vs. blended learning), and the perception of barriers and enablers related to motivation to learn and course outcomes. Study participants were 600 students enrolled in either classroom or blended learning courses. As hypothesized, learne...

The chapter begins with a discussion of the role of the human resources (HR) department in relationship to family-friendly programs. Next, the chapter discusses three theoretical perspectives that are related to the use and consequence of family-friendly programs. These perspectives include institutional theory, boundary theory, and a "control vers...

Four previously established characteristics of procedural justice (consistency, opportunity to perform, reconsideration opportunity, and feedback timeliness) and one additional characteristic (automated versus human decision agent) were manipulated in a policy-capturing design to examine their relative importance in predicting fairness perceptions...

The authors examined employee development and its relationship with Conscientiousness and person-environment fit (in terms of needs and supplies of autonomy). They hypothesized that Conscientiousness would be positively associated with development but only when employees felt that the autonomy supplied by the organization did not fit their needs. I...

Past research involving turnover in work teams has largely focused on turnover as a dependent variable. With the growing trend towards more fluid, project-based teams, the effects of team membership changes on team processes and outcomes are in need of theoretical development and systematic study. Building on previous work by others (e.g. Arrow & M...

Mentoring has been recognized as a key developmental resource in organizational settings. As a result, we have seen a concomitant increase in research on mentoring covering a wide variety of issues. Overall, researchers are in agreement that mentoring is beneficial both to individuals' careers and to their social-emotional well-being. However, stud...

Applicant attraction was examined in the context of Web-based recruitment. A person-organization (P-O) fit framework was adopted to examine how the provision of feedback to individuals regarding their potential P-O fit with an organization related to attraction. Objective and subjective P-O fit, agreement with fit feedback, and self-esteem also wer...

This study examined antecedents and consequences of procedural justice climate (Mossholder, Bennett, & Martin, 1998; Naumann & Bennett, 2000) in a sample of manufacturing teams. The results showed that climate level (i.e., the average procedural justice perception within the team) was significantly related to both team performance and team absentee...

This research investigates relationships between caregiving decisions and work-family outcomes-well-being, performance in work and family roles, and work-family conflict-occurring as a function of dependent type and work and family climates. We compared effects of caregiving decisions regarding place and provider for child and elderly dependents in...

This article meta-analytically summarizes the literature on training motivation, its antecedents, and its relationships with training outcomes such as declarative knowledge, skill acquisition, and transfer. Significant predictors of training motivation and outcomes included individual characteristics (e.g., locus of control, conscientiousness, anxi...

This article meta-analytically summarizes the literature on training motivation, its antecedents, and its relationships with training outcomes such as declarative knowledge, skill acquisition, and transfer. Significant predictors of training motivation and outcomes included individual characteristics (e.g., locus of control, conscientiousness, anxi...

In light of the dramatic social transformations occurring in the nature of family and worker demands, nearly all employees today need to make decisions on how to manage work and family roles. Drawing on role theory, we provide a summary framework for understanding individual, family, and organizational influences on the self-management of work and...

The literature regarding the new psychological contract suggests that the traditional paternalistic employer–employee relationship in U.S. companies has eroded. We investigated the relationship between relational components of the new psychological contract (personal responsibility for career development, commitment to type of work, and expectation...

The mentoring literature has focused largely on outcomes associated with having been mentored. This study considered informational outcomes associated with being a mentor, viewing the protégé as a source of information for the mentor and vice versa. Survey data were collected across 17 organizations from 161 mentors and 140 protégés. Mentor charact...

This study investigated how autonomy, interdependence, and team development, along with process and contextual support variables, were related to the effectiveness of teams of “knowledge workers.” The sample included 231 knowledge workers from 27 work teams. Team members completed surveys measuring the design, process, and contextual factors. Effec...

The concept of career motivation initially presented by London (1983) integrates individual differences into three domains: career resilience, career insight, and career identity. This serves as an organizing framework in which to understand and enhance the effects of situational conditions on career decisions and behavior. This article summarizes...

Increases in employee autonomy and the formation of teams often result from reengineering and process innovation efforts, as do moves to "downsize" or "flatten" organizations. Information systems departments have not been insulated from these trends. In spite of the rising interest in these initiatives, little is known about their impact on the sys...

The career management process involves career exploration, development of career goals, and use of career strategies to obtain career goals. The relationship between different aspects of the career management process and employee development behavior and performance was examined in this study. Employees provided information concerning their persona...

In a field study, the factors that influence employees' participation in development activities are investigated. The proposed model hypothesized that the influence of self-efficacy and work environment perceptions on development activity is mediated by learning attitudes, perceptions of development needs, and perceived benefits. Attitudinal and pe...

Previous research on employee willingness to accept mobility opportunities involving geographic relocation has generally not specified characteristics of potential destination communities. However, studies of employee adjustment following relocation suggest that community characteristics are critical to employee satisfaction. In order to better und...

In a field study, the factors that influence employees' participation in development activities are investigated. The proposed model hypothesized that the influence of self-efficacy and work environment perceptions on development activity is mediated by learning attitudes, perceptions of development needs, and perceived benefits. Attitudinal and pe...

London (1938) proposed that career motivation consists of three individual characteristics: career identity, career insight, and career resilience. The purpose of this study was to investigate potential correlates of career motivation. The importance that individuals placed on work and career, and perceptions regarding the presence of motivating jo...

Training effectiveness is often reduced because trainees are unable to deal with work environment and interpersonal constraints. Incorporating relapse prevention strategies into training programs has been suggested as a method to increase training effectiveness. This study evaluates the impact of including a relapse prevention component in a superv...

Mentoring provides career guidance and psychological support to employees. However, women may have difficulty establishing a mentoring relationship. This paper describes the individual and organizational factors that may inhibit the development of mentorships for women. An agenda for research on the development and dynamics of mentoring relationshi...

The assessment center is a popular technique for identifying individuals with managerial talent and providing feedback to participants regarding their developmental needs for career progression. However, the impact of assessment center evaluations on subsequent career behavior and job attitudes has received little attention. This study investigated...

Self-assessment research has concentrated on validity and psychometric issues in selection and appraisal contexts. Little is known about factors that affect self-assessment of training needs. The present study examines the influence of managerial position (level, function) and managerial attitudes toward training utility on self-reported training n...

Extends the dialog between the present authors and colleagues (N. Schmitt et al; see record 1985-00197-001) and M. A. McDaniel, H. R. Hirsh, F. L. Schmidt, N. S. Raju, and J. E. Hunter (see record 1986-19019-001) and colleagues (K. Pearlman et al; see record 1980-31533-001) concerning validity generalization. Abandonment of the percent variance...

Studies of the influence of trainees' characteristics on training effectiveness have focused on the level of ability necessary to learn program content. Motivational and environmental influences of training effectiveness have received little attention. This analysis integrates important motivational and situational factors from organizational behav...

Determined, using meta-analysis procedures, the relation between job characteristics and job satisfaction in 28 studies. The role of growth need strength (GNS) as a possible moderator of this relation was also investigated. Results indicate a moderate relation between job characteristics and job satisfaction. This relation was stronger for employee...

Thesis (Ph. D.)--Michigan State University. Dept. of Psychology, 1985. Includes bibliographical references (leaves 392-411). Microfilm. s

Describes the validation of an assessment center used to select school administrators on the basis of ratings of 153 school administrators who had participated in the center between 1976 and 1981. Behaviorally anchored rating scales were obtained from supervisors, teachers, and support staff; and measures of 7 school climate dimensions were provide...

For the past two years a research team at Michigan State University has conducted a study, underwritten by the Rockefeller Family Fund, to evaluate the assessment center. This article describes the results of that study.