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Human Capital Theory and Supervisor Training : = A Stepwise Regression Analysis.

紀錄類型:	書目-語言資料,手稿 : Monograph/item
正題名/作者:	Human Capital Theory and Supervisor Training :/
其他題名:	A Stepwise Regression Analysis.
作者:	Glass, Brad G.
面頁冊數:	1 online resource (176 pages)
附註:	Source: Dissertation Abstracts International, Volume: 79-08(E), Section: A.
Contained By:	Dissertation Abstracts International79-08A(E).
標題:	Business administration. -
電子資源:	click for full text (PQDT)
ISBN:	9780355817355

Human Capital Theory and Supervisor Training : = A Stepwise Regression Analysis.
Glass, Brad G.

Human Capital Theory and Supervisor Training :A Stepwise Regression Analysis. - 1 online resource (176 pages)

Source: Dissertation Abstracts International, Volume: 79-08(E), Section: A.

Thesis (Ph.D.)--Northcentral University, 2018.

Includes bibliographical references

Supervisors play a critical role in providing effective performance evaluations. When supervisors do not receive proper training to deliver effective performance evaluations, organizations may experience poor ratings by employees on their supervisor's ability to deliver effective performance evaluations. The purpose of this non-experimental correlational quantitative study was to add support to the human capital theory by examining the impact a lack of investment in human capital by small local governments through training supervisors to deliver effective performance evaluations has on supervisor effectiveness. In addition, this study examined how supervisor's education level and department years of service impacted supervisor effectiveness. The correlational research design model that was utilized for this study was an exploratory design. An effectiveness criteria survey was administered using a five-point Likert-type scale to 71 potential participants from 13 small local governments with a population of 10,000 or less from the states of Illinois, Texas, California, Missouri, and North Carolina. After removing 23 participant responses due to not signing the informed consent, incomplete independent or dependent variable responses, or they did not have a supervisor or supervisee pair, 48 (N=48) participant responses were accepted. Utilizing the stepwise regression model, results showed statistically significant prediction power among two predictor variables and the overarching research question in this study which asks to what extent, if any, does department years of service, education level, rater-error training (RET), behavior observation training (BOT), frame-of-reference training (FOR), and other training (Other) predict supervisor effectiveness in delivering an effective performance evaluation? At step one of the analysis, RET entered the regression equation and significantly predicted supervisor effectiveness F (1, 33) = 85.89, p < .000, with an R2 of .72, R2 adjusted = .71. At step two of the analysis, RET and other training entered the regression equation and significantly predicted supervisor effectiveness F (2, 32) = 85.38, p < .000, with an R2 of .84, R2 adjusted = .83. Recommendations for future research should include further analysis on organizational specific training programs to understand what variables these programs possess that significantly predict supervisor effectiveness.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2018

Mode of access: World Wide Web

ISBN: 9780355817355Subjects--Topical Terms:

1148568
Business administration.
Index Terms--Genre/Form:

554714
Electronic books.

Human Capital Theory and Supervisor Training : = A Stepwise Regression Analysis.
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500 $a Source: Dissertation Abstracts International, Volume: 79-08(E), Section: A.
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520 $a Supervisors play a critical role in providing effective performance evaluations. When supervisors do not receive proper training to deliver effective performance evaluations, organizations may experience poor ratings by employees on their supervisor's ability to deliver effective performance evaluations. The purpose of this non-experimental correlational quantitative study was to add support to the human capital theory by examining the impact a lack of investment in human capital by small local governments through training supervisors to deliver effective performance evaluations has on supervisor effectiveness. In addition, this study examined how supervisor's education level and department years of service impacted supervisor effectiveness. The correlational research design model that was utilized for this study was an exploratory design. An effectiveness criteria survey was administered using a five-point Likert-type scale to 71 potential participants from 13 small local governments with a population of 10,000 or less from the states of Illinois, Texas, California, Missouri, and North Carolina. After removing 23 participant responses due to not signing the informed consent, incomplete independent or dependent variable responses, or they did not have a supervisor or supervisee pair, 48 (N=48) participant responses were accepted. Utilizing the stepwise regression model, results showed statistically significant prediction power among two predictor variables and the overarching research question in this study which asks to what extent, if any, does department years of service, education level, rater-error training (RET), behavior observation training (BOT), frame-of-reference training (FOR), and other training (Other) predict supervisor effectiveness in delivering an effective performance evaluation? At step one of the analysis, RET entered the regression equation and significantly predicted supervisor effectiveness F (1, 33) = 85.89, p < .000, with an R2 of .72, R2 adjusted = .71. At step two of the analysis, RET and other training entered the regression equation and significantly predicted supervisor effectiveness F (2, 32) = 85.38, p < .000, with an R2 of .84, R2 adjusted = .83. Recommendations for future research should include further analysis on organizational specific training programs to understand what variables these programs possess that significantly predict supervisor effectiveness.
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