The Causal Model of Training Effectiveness of Traffic Operation Officers in the State Railway of Thailand
Article Sidebar
Published:
Jan 30, 2018
Main Article Content
Abstract
The study objectives were to 1) compare the personal characteristics and training effectiveness of traffic operation officers employed by the State Railway of Thailand (SRT), 2) study the influential factors regarding the training effectiveness of traffic operation officers, and 3) develop and test a causal model of training effectiveness. The research population was selected as traffic operation officers who operated in the Northern route and participated in SMART Station seminar workshop training program for fiscal year 2012-2015 consisted of 320 trainees. A questionnaire survey was employed as the research instrument. Statistics utilized to test the hypothesis and the causal model of training effectiveness of traffic operation officers with empirical data included 1) frequency, percentage, mean, standard deviation, maximum, and minimum, 2) nonparametric methods by the Kruskal-Wallis H test, 3) simple regression analysis, and 4) path analysis based on multiple regression analysis.
Results indicated that 1) traffic operation officers employed by the SRT with different personal characteristics had no different training effectiveness, and 2) influential factors regarding training effectiveness of the traffic operation officers included trainee characteristics, career and job attitude, attitude toward training, organizational characteristics, training design, and trainee motivation. These variables affected training effectiveness at 15.0, 37.0, 39.2, 54.6, 56.1 and 48.1 percent respectively. 3) Testing the causal model of the training effectiveness showed that the = .8728, = .8707, Q = .9837, W = 3.253 and = 5.991 indicating that the model fitted with the empirical data.
Article Details
How to Cite
Thammachai, K. (2018). The Causal Model of Training Effectiveness of Traffic Operation Officers in the State Railway of Thailand. WMS Journal of Management, 7(1), 39–54. Retrieved from https://so06.tci-thaijo.org/index.php/wms/article/view/110645
Section
Research Articles-Academic Articles
References
Chareonwongsak, K. (2015). Don’t be depressed for your confidence. Retrieved March 15, 2017, from http://www.kriengsak.com (in Thai).
เกรียงศักดิ์ เจริญวงศ์ศักดิ์. (2558). อย่าตกต่ำ เพราะ ความ มั่นใจ. สืบค้นเมื่อ 15 มีนาคม 2560, สืบค้นจาก http://www.kriengsak.com
Thansettakij. (2015). Sarawut Benjakul: Eliminating bribery system for creates a new image to the State Railway of Thailand. Retrieved December 22, 2015, from http://www.thansettakij.com (in Thai).
ฐานเศรษฐกิจ. (2558). สราวุธ เบญจกุล ล้างระบบใต้โต๊ะสร้าง ภาพลักษณ์ใหม่การรถไฟฯ. สืบค้นเมื่อ 22 ธันวาคม 2558, สืบค้นจากเว็บไซต์ข่าวฐานเศรษฐกิจ: http://www.thansettakij.com
Kecharananta, N. (2001). Training evaluation: Monitoring the success of human resources development in organization. Bangkok: Expernet. (in Thai).
ณัฏฐพันธ์ เขจรนันท์. (2544). การประเมินผลงานฝึกอบรม: การตรวจสอบความสำเร็จของการพัฒนา ทรัพยากรมนุษย์ในองค์การ. กรุงเทพฯ: เอ็กซเปอร์เน็ท.
Bhanthumnavin, D. (2009). Belief in internal locus of control: Measurement, importance and change. Journal of Social Development, 11, 107-141. (in Thai).
ดุจเดือน พันธุมนาวิน. (2552). ความเชื่ออำนาจในตน: การวัด ความสำคัญ และการเปลี่ยนแปลง. วารสารพัฒนาสังคม, 11, 107-141.
Nopbanjobsuk, B. (2000). The opinion of customers toward services of the State Railway of Thailand (Northern line): case study of Nakornping special express. Master’s Thesis, Chiang Mai University. (in Thai).
เบญจวรรณ นพบรรจบสุข. (2543). ความคิดเห็นของ ผู้ใช้บริการต่อการให้บริการโดยสารของการรถไฟ แห่งประเทศไทยเส้นทางสายเหนือ: กรณีศึกษา รถด่วนพิเศษนครพิงค์. วิทยานิพนธ์ปริญญา มหาบัณฑิต, มหาวิทยาลัยเชียงใหม่.
Pantapalangkura, P. (2013). Seeing these behaviors of the employees, I feel really sorry for the company. Retrieved March 15, 2017, from https://prakal.wordpress.com (in Thai).
ประคัลภ์ ปัณฑพลังกูร. (2556). เห็นพฤติกรรมเหล่านี้ของ พนักงานแล้ว รู้สึกสงสารบริษัทจริงๆ. สืบค้นเมื่อ
15 มีนาคม 2560, สืบค้นจาก https://prakal. wordpress.com
Personal Management Department, The State Railway of Thailand. (2013). Training courses for fiscal year 2013. (in Thai).
ฝ่ายบริหารงานบุคคล การรถไฟแห่งประเทศไทย. (2556). หลักสูตรการฝึกอบรม ประจำปี งบประมาณ พ.ศ. 2556.
Makaramani, R. (2006). Techniques for Training: Training media, model and methods. Retrieved October 22, 2015, from https://www.academia.edu (in Thai).
รสสุคนธ์ มกรมณี. (2549). เทคนิคการฝึกอบรม: สื่อ ประเภท วิธีการ. สืบค้นเมื่อ 22 ตุลาคม 2558 สืบค้นจาก Academia.edu: https://www.academia.edu
Kanjanawasee, S. (2011). Multivariate analysis. Bangkok: Chulalongkorn University Printing House. (in Thai).
ศิริชัย กาญจนวาสี. (2554). การวิเคราะห์พหุระดับ. กรุงเทพฯ: โรงพิมพ์แห่งจุฬาลงกรณ์มหาวิทยาลัย.
Thananan, S. (2007). Human resource development. Bangkok: Faculty of Political Science, National Institute of Development Administration. (in Thai).
สุจิตรา ธนานันท์. (2550). การพัฒนาทรัพยากรมนุษย์. กรุงเทพฯ: คณะรัฐประศาสนศาสตร์ สถาบันบัณฑิต พัฒนบริหารศาสตร์
Piampratom, A. (2010). Feedback giving and receiving impacting on employees performance:
a case study of Siam Cement (Kaeng Khoi) co.,ltd. Master’s Thesis, National Institute of Development Administration. (in Thai).
อัญญา เปี่ยมประถม. (2553). การให้และรับข้อมูลป้อนกลับที่ ส่งผลต่อผลการปฏิบัติงานของพนักงาน: กรณีศึกษา บริษัท ปูนซิเมนต์ไทย (แก่งคอย) จำกัด. วิทยานิพนธ์ปริญญามหาบัณฑิต, สถาบันบัณฑิตพัฒนบริหารศาสตร์.
Al-Eisa, A. S., Furayyan, M. A., & Alhemoud, A. M. (2009). An empirical examination of the effects of self- efficacy, supervisor support and motivation to learn on transfer intention. Management decision, 47(8), 1221-1244.
Awais Bhatti, M., & Kaur, S. (2010). The role of individual and training design factors on training transfer. Journal of European Industrial Training, 34(7), 656-672.
Baldwin, T.T. and Ford, J.K. (1988). Transfer of training: a review and directions for future research. Personnel Psychology, 41(1), 63-103.
Bandura, A. (1977). Self-efficacy: toward a unifying theory of behavioral change. Psychological review, 84(2), 191.
Baumgartel, H. J., Reynolds, J. I., & Pathan, R. Z. (1984). How personality and organisational climate variables moderate the effectiveness of management development programmes: A review and some recent research findings. Management & Labour Studies, 9, 1-16.
Bell, B. S., & Ford, J. K. (2007). Reactions to skill assessment: The forgotten factor in explaining motivation to learn. Human Resource Development Quarterly, 18(1), 33-62.
Blanchard, P. N., and Thacker, J. W. (2007). Effective Training, Systems, Strategies, and Practices. Upper Saddle River, NJ: Pearson Education.
Burke, L. A., & Baldwin, T. T. (1999). Workforce training transfer: A study of the effect of relapse prevention training and transfer climate. Human resource management, 38(3), 227-241.
Burke, M. J., & Day, R. R. (1986). A cumulative study of the effectiveness of managerial training.
Carroll, S. J., Paine, F. T., & Ivancevich, J. J. (1972). The relative effectiveness of training methods- expert opinion and research. Personnel Psychology, 25(3), 495-509.
Chen, T. Y., Chang, P. L., & Yeh, C. W. (2004). A study of career needs, career development programs, job satisfaction and the turnover intentions of R&D personnel. Career development international, 9(4), 424-437.
Cheng, E. W. (2000). Test of the MBA knowledge and skills transfer. International Journal of Human Resource Management, 11(4), 837-852.
Chiaburu, D. S. and Tekleab, A. G. (2005). Individual and contextual influences on multiple dimensions of training effectiveness, Journal of European Industrial Training, 29(8), 604-626.
Clark, C. S., Dobbins, G. H., & Ladd, R. T. (1993). Exploratory field study of training motivation infiluence of involvement, credibility, and transfer climate. Group & Organization Management, 18(3), 292-307.
Colquitt, J. A., and Simmering, M. J. (1998). Conscientiousness, goal orientation, and motivation to learn during the learning process: A longitudinal study. Journal of applied psychology, 83(4), 654.
Colquitt, J.A., LePine, J.A. and Noe, R.A. (2000).Toward an integrative theory of training motivation: a meta- analytic path analysis of 20 years of research. Journal of Applied Psychology, 85(5), 678 -707.
Cromwell, S. E., & Kolb, J. A. (2004). An examination of work environment support factors affecting transfer of supervisory skills training to the workplace. Human resource development quarterly, 15(4), 449-471.
Drory, A. (1993). Perceived political climate and job attitudes. Organizational Studies, 14, 59–71.
Elangovan, A. R., & Karakowsky, L. (1999). The role of trainee and environmental factors in transfer of training: An exploratory framework. Leadership & Organization Development Journal, 20(5), 268- 276.
Facteau, J. D., Dobbins, G. H., Russell, J. E., Ladd, R. T., and Kudisch, J. D. (1995). The influence of general perceptions of the training environment on pretraining motivation and perceived training transfer. Journal of management, 21(1), 1-25.
Froman, L. (1977). Some motivational determinants of trainee effort and performance: An investigation of expectancy theory. Doctoral dissertation, Wayne State University.
Green, E. C. (2002). The influence of individual and work environment characteristics on trainee motivation and training effectiveness measures. Doctoral dissertation, North Carolina State University.
Liebermann, S., & Hoffmann, S. (2008). The impact of practical relevance on training transfer: evidence from a service quality training program for German bank clerks. International Journal of Training and Development, 12(2), 74-86.
Lim, H., Lee, S. G., & Nam, K. (2007). Validating E-learning factors affecting training effectiveness. International Journal of Information Management, 27(1), 22-35.
Mathieu, J. E., Tannenbaum, S. I., and Salas, E. (1992). Influences of individual and situational characteristics on measures of training effectiveness. Academy of management journal, 35(4), 828-847.
Martineau, J. W. (1996). A contextual examination of the effectiveness of a supervisory skills training program. Doctoral dissertation, The Pennsylvania State University.
Mat, K., Omar, M. Z., Osman, S. A., Kofli, N. T., Rahman, M. N. A., Jamil, M., & Jamaluddin, N. (2011).
The effectiveness of industrial training on UKM engineering students. Procedia-Social and Behavioral Sciences, 18, 656-665.
Noe, R. (1986). Trainee attributes: neglected influences on training effectiveness. Academy of Management Review, 11(4), 736-749.
Noe, R. A. (2005). Employee training and development. Boston, MA: McGraw-Hill/Irwin.
Noe, R. A., & Wilk, S. L. (1993). Investigation of the factors that influence employees' participation in development activities. Journal of applied psychology, 78(2), 291-302.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2011). Fundamentals of human resource management. Boston, MA: McGraw-Hill/Irwin.
Ramayah, T., Ahmad, N. H., & Tan, S. H. (2012). An Assessment of E-training Effectiveness in Multinational Companies in Malaysia. Educational Technology & Society, 15(2), 125-137.
Rothwell, W. J., & Kazanas, H. C. (2011). Mastering the instructional design process: A systematic approach. John Wiley & Sons.
Schunk, D. H., & Carbonari, J. P. (1984). Self-efficacy models. Behavioral health: A handbook of health enhancement and disease prevention, 230-247.
Seyler, D. L., Holton III, E. F., Bates, R. A., Burnett, M. F., & Carvalho, M. A. (1998). Factors affecting motivation to transfer training. International Journal of Training and development, 2(1), 16-16.
Spector, P. E. (1982). Behavior in organizations as a function of employee's locus of control. Psychological bulletin, 91(3), 482-497.
Tassanee HOMKLIN. (2014). Training Effectiveness of Skill Certification System: The Case of Automotive Industry in Thailand. Doctoral dissertation, Hiroshima University.
Tracey, J.B., Tannenbaum, S.I. and Kavanagh, M.J. (1995). Applying trained skills on the job: the importance of the work environment. Journal of Applied Psychology, 80(1), 239-252.
Tziner, A., Fisher, M., Senior, T., & Weisberg, J. (2007). Effects of trainee characteristics on training effectiveness. International Journal of Selection and Assessment, 15(2), 167-174.
Werner, J. M., DeSimone, R. L. (2009). Human resource development. Australia : South-Western Cengage Learning.
Wu, P., & Leung, K. (2000). Negative feedback and responses from subordinates. Journal of Human Resource Costing & Accounting, 5(1), 37-44.
เกรียงศักดิ์ เจริญวงศ์ศักดิ์. (2558). อย่าตกต่ำ เพราะ ความ มั่นใจ. สืบค้นเมื่อ 15 มีนาคม 2560, สืบค้นจาก http://www.kriengsak.com
Thansettakij. (2015). Sarawut Benjakul: Eliminating bribery system for creates a new image to the State Railway of Thailand. Retrieved December 22, 2015, from http://www.thansettakij.com (in Thai).
ฐานเศรษฐกิจ. (2558). สราวุธ เบญจกุล ล้างระบบใต้โต๊ะสร้าง ภาพลักษณ์ใหม่การรถไฟฯ. สืบค้นเมื่อ 22 ธันวาคม 2558, สืบค้นจากเว็บไซต์ข่าวฐานเศรษฐกิจ: http://www.thansettakij.com
Kecharananta, N. (2001). Training evaluation: Monitoring the success of human resources development in organization. Bangkok: Expernet. (in Thai).
ณัฏฐพันธ์ เขจรนันท์. (2544). การประเมินผลงานฝึกอบรม: การตรวจสอบความสำเร็จของการพัฒนา ทรัพยากรมนุษย์ในองค์การ. กรุงเทพฯ: เอ็กซเปอร์เน็ท.
Bhanthumnavin, D. (2009). Belief in internal locus of control: Measurement, importance and change. Journal of Social Development, 11, 107-141. (in Thai).
ดุจเดือน พันธุมนาวิน. (2552). ความเชื่ออำนาจในตน: การวัด ความสำคัญ และการเปลี่ยนแปลง. วารสารพัฒนาสังคม, 11, 107-141.
Nopbanjobsuk, B. (2000). The opinion of customers toward services of the State Railway of Thailand (Northern line): case study of Nakornping special express. Master’s Thesis, Chiang Mai University. (in Thai).
เบญจวรรณ นพบรรจบสุข. (2543). ความคิดเห็นของ ผู้ใช้บริการต่อการให้บริการโดยสารของการรถไฟ แห่งประเทศไทยเส้นทางสายเหนือ: กรณีศึกษา รถด่วนพิเศษนครพิงค์. วิทยานิพนธ์ปริญญา มหาบัณฑิต, มหาวิทยาลัยเชียงใหม่.
Pantapalangkura, P. (2013). Seeing these behaviors of the employees, I feel really sorry for the company. Retrieved March 15, 2017, from https://prakal.wordpress.com (in Thai).
ประคัลภ์ ปัณฑพลังกูร. (2556). เห็นพฤติกรรมเหล่านี้ของ พนักงานแล้ว รู้สึกสงสารบริษัทจริงๆ. สืบค้นเมื่อ
15 มีนาคม 2560, สืบค้นจาก https://prakal. wordpress.com
Personal Management Department, The State Railway of Thailand. (2013). Training courses for fiscal year 2013. (in Thai).
ฝ่ายบริหารงานบุคคล การรถไฟแห่งประเทศไทย. (2556). หลักสูตรการฝึกอบรม ประจำปี งบประมาณ พ.ศ. 2556.
Makaramani, R. (2006). Techniques for Training: Training media, model and methods. Retrieved October 22, 2015, from https://www.academia.edu (in Thai).
รสสุคนธ์ มกรมณี. (2549). เทคนิคการฝึกอบรม: สื่อ ประเภท วิธีการ. สืบค้นเมื่อ 22 ตุลาคม 2558 สืบค้นจาก Academia.edu: https://www.academia.edu
Kanjanawasee, S. (2011). Multivariate analysis. Bangkok: Chulalongkorn University Printing House. (in Thai).
ศิริชัย กาญจนวาสี. (2554). การวิเคราะห์พหุระดับ. กรุงเทพฯ: โรงพิมพ์แห่งจุฬาลงกรณ์มหาวิทยาลัย.
Thananan, S. (2007). Human resource development. Bangkok: Faculty of Political Science, National Institute of Development Administration. (in Thai).
สุจิตรา ธนานันท์. (2550). การพัฒนาทรัพยากรมนุษย์. กรุงเทพฯ: คณะรัฐประศาสนศาสตร์ สถาบันบัณฑิต พัฒนบริหารศาสตร์
Piampratom, A. (2010). Feedback giving and receiving impacting on employees performance:
a case study of Siam Cement (Kaeng Khoi) co.,ltd. Master’s Thesis, National Institute of Development Administration. (in Thai).
อัญญา เปี่ยมประถม. (2553). การให้และรับข้อมูลป้อนกลับที่ ส่งผลต่อผลการปฏิบัติงานของพนักงาน: กรณีศึกษา บริษัท ปูนซิเมนต์ไทย (แก่งคอย) จำกัด. วิทยานิพนธ์ปริญญามหาบัณฑิต, สถาบันบัณฑิตพัฒนบริหารศาสตร์.
Al-Eisa, A. S., Furayyan, M. A., & Alhemoud, A. M. (2009). An empirical examination of the effects of self- efficacy, supervisor support and motivation to learn on transfer intention. Management decision, 47(8), 1221-1244.
Awais Bhatti, M., & Kaur, S. (2010). The role of individual and training design factors on training transfer. Journal of European Industrial Training, 34(7), 656-672.
Baldwin, T.T. and Ford, J.K. (1988). Transfer of training: a review and directions for future research. Personnel Psychology, 41(1), 63-103.
Bandura, A. (1977). Self-efficacy: toward a unifying theory of behavioral change. Psychological review, 84(2), 191.
Baumgartel, H. J., Reynolds, J. I., & Pathan, R. Z. (1984). How personality and organisational climate variables moderate the effectiveness of management development programmes: A review and some recent research findings. Management & Labour Studies, 9, 1-16.
Bell, B. S., & Ford, J. K. (2007). Reactions to skill assessment: The forgotten factor in explaining motivation to learn. Human Resource Development Quarterly, 18(1), 33-62.
Blanchard, P. N., and Thacker, J. W. (2007). Effective Training, Systems, Strategies, and Practices. Upper Saddle River, NJ: Pearson Education.
Burke, L. A., & Baldwin, T. T. (1999). Workforce training transfer: A study of the effect of relapse prevention training and transfer climate. Human resource management, 38(3), 227-241.
Burke, M. J., & Day, R. R. (1986). A cumulative study of the effectiveness of managerial training.
Carroll, S. J., Paine, F. T., & Ivancevich, J. J. (1972). The relative effectiveness of training methods- expert opinion and research. Personnel Psychology, 25(3), 495-509.
Chen, T. Y., Chang, P. L., & Yeh, C. W. (2004). A study of career needs, career development programs, job satisfaction and the turnover intentions of R&D personnel. Career development international, 9(4), 424-437.
Cheng, E. W. (2000). Test of the MBA knowledge and skills transfer. International Journal of Human Resource Management, 11(4), 837-852.
Chiaburu, D. S. and Tekleab, A. G. (2005). Individual and contextual influences on multiple dimensions of training effectiveness, Journal of European Industrial Training, 29(8), 604-626.
Clark, C. S., Dobbins, G. H., & Ladd, R. T. (1993). Exploratory field study of training motivation infiluence of involvement, credibility, and transfer climate. Group & Organization Management, 18(3), 292-307.
Colquitt, J. A., and Simmering, M. J. (1998). Conscientiousness, goal orientation, and motivation to learn during the learning process: A longitudinal study. Journal of applied psychology, 83(4), 654.
Colquitt, J.A., LePine, J.A. and Noe, R.A. (2000).Toward an integrative theory of training motivation: a meta- analytic path analysis of 20 years of research. Journal of Applied Psychology, 85(5), 678 -707.
Cromwell, S. E., & Kolb, J. A. (2004). An examination of work environment support factors affecting transfer of supervisory skills training to the workplace. Human resource development quarterly, 15(4), 449-471.
Drory, A. (1993). Perceived political climate and job attitudes. Organizational Studies, 14, 59–71.
Elangovan, A. R., & Karakowsky, L. (1999). The role of trainee and environmental factors in transfer of training: An exploratory framework. Leadership & Organization Development Journal, 20(5), 268- 276.
Facteau, J. D., Dobbins, G. H., Russell, J. E., Ladd, R. T., and Kudisch, J. D. (1995). The influence of general perceptions of the training environment on pretraining motivation and perceived training transfer. Journal of management, 21(1), 1-25.
Froman, L. (1977). Some motivational determinants of trainee effort and performance: An investigation of expectancy theory. Doctoral dissertation, Wayne State University.
Green, E. C. (2002). The influence of individual and work environment characteristics on trainee motivation and training effectiveness measures. Doctoral dissertation, North Carolina State University.
Liebermann, S., & Hoffmann, S. (2008). The impact of practical relevance on training transfer: evidence from a service quality training program for German bank clerks. International Journal of Training and Development, 12(2), 74-86.
Lim, H., Lee, S. G., & Nam, K. (2007). Validating E-learning factors affecting training effectiveness. International Journal of Information Management, 27(1), 22-35.
Mathieu, J. E., Tannenbaum, S. I., and Salas, E. (1992). Influences of individual and situational characteristics on measures of training effectiveness. Academy of management journal, 35(4), 828-847.
Martineau, J. W. (1996). A contextual examination of the effectiveness of a supervisory skills training program. Doctoral dissertation, The Pennsylvania State University.
Mat, K., Omar, M. Z., Osman, S. A., Kofli, N. T., Rahman, M. N. A., Jamil, M., & Jamaluddin, N. (2011).
The effectiveness of industrial training on UKM engineering students. Procedia-Social and Behavioral Sciences, 18, 656-665.
Noe, R. (1986). Trainee attributes: neglected influences on training effectiveness. Academy of Management Review, 11(4), 736-749.
Noe, R. A. (2005). Employee training and development. Boston, MA: McGraw-Hill/Irwin.
Noe, R. A., & Wilk, S. L. (1993). Investigation of the factors that influence employees' participation in development activities. Journal of applied psychology, 78(2), 291-302.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2011). Fundamentals of human resource management. Boston, MA: McGraw-Hill/Irwin.
Ramayah, T., Ahmad, N. H., & Tan, S. H. (2012). An Assessment of E-training Effectiveness in Multinational Companies in Malaysia. Educational Technology & Society, 15(2), 125-137.
Rothwell, W. J., & Kazanas, H. C. (2011). Mastering the instructional design process: A systematic approach. John Wiley & Sons.
Schunk, D. H., & Carbonari, J. P. (1984). Self-efficacy models. Behavioral health: A handbook of health enhancement and disease prevention, 230-247.
Seyler, D. L., Holton III, E. F., Bates, R. A., Burnett, M. F., & Carvalho, M. A. (1998). Factors affecting motivation to transfer training. International Journal of Training and development, 2(1), 16-16.
Spector, P. E. (1982). Behavior in organizations as a function of employee's locus of control. Psychological bulletin, 91(3), 482-497.
Tassanee HOMKLIN. (2014). Training Effectiveness of Skill Certification System: The Case of Automotive Industry in Thailand. Doctoral dissertation, Hiroshima University.
Tracey, J.B., Tannenbaum, S.I. and Kavanagh, M.J. (1995). Applying trained skills on the job: the importance of the work environment. Journal of Applied Psychology, 80(1), 239-252.
Tziner, A., Fisher, M., Senior, T., & Weisberg, J. (2007). Effects of trainee characteristics on training effectiveness. International Journal of Selection and Assessment, 15(2), 167-174.
Werner, J. M., DeSimone, R. L. (2009). Human resource development. Australia : South-Western Cengage Learning.
Wu, P., & Leung, K. (2000). Negative feedback and responses from subordinates. Journal of Human Resource Costing & Accounting, 5(1), 37-44.