Evaluation of a leadership training program by applying Kirkpatrick's four-level model: The case of Turkish prefect interns training and development program
Başlık çevirisi mevcut değil.
- Tez No: 401660
- Danışmanlar: PROF. R. PAUL BATTAGLIO
- Tez Türü: Doktora
- Konular: Kamu Yönetimi, Public Administration
- Anahtar Kelimeler: Belirtilmemiş.
- Yıl: 2014
- Dil: İngilizce
- Üniversite: The University of Texas at Dallas
- Enstitü: Yurtdışı Enstitü
- Ana Bilim Dalı: Kamu Yönetimi Ana Bilim Dalı
- Bilim Dalı: Belirtilmemiş.
- Sayfa Sayısı: 216
Özet
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Özet (Çeviri)
The purpose of this study is to evaluate the Turkish prefect interns training program with respect to their acquisition of essential leadership competencies. This study utilized the Kirkpatrick's four-level training evaluation model (reaction, learning, behavioral change, and results) which provides a well-established framework for the evaluation of any training program. While reaction evaluation was conducted on the base of subjective measures, both objective and subjective measures were used for learning evaluation. Reaction evaluation that was done by independent sample t-test and descriptive statistical analysis indicated that candidate district governors are happy with the overall training program. Moreover, all trainee groups presented more favorable perspectives on the on-site training methods (on-the-job training, coaching, mentoring) for occupational development rather than off-site (classroom-based) training methods. The learning evaluation of the prefect intern training program was done via a leadership competency framework (traits, skills, and behaviors) which was developed throughout leadership literature. As a means of objectives measure, exam commission results indicated that candidates acquired a moderate level learning. This means, upon completion of the training program candidates start their career with inadequate training. In addition, the regression analysis (subjective measures) results indicated that recent grads were less likely to indicate perceived acquisition of key leadership traits and skills from the training program by comparing with current candidates. The regression analysis also revealed that there was no statistically significance difference between the recent grads and current candidate group with respect to perceived acquisition of key task-people-and-organization oriented leadership behaviors. This means, upon completion of the training program district governors do not adequately acquire required leadership behaviors for their leader roles in district administration. As a result, it can be concluded that the current prefect intern training program does not provide long run results. The results of this study may also have practical implications for the selection, appraisal, and effective leadership development of district governors.
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