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Abstract

The present study examined the effects of perceived managerial support, self-ratings of support, and two conceptually relevant demographic variables on employees' participation in an in-house continuing education program. A sample of 163 participating and 128 nonparticipating employees was randomly selected from an organization with an in-house continuing education program in operation for five years. The results indicated that participation was largely related to self-rated attitudes of support such as the program's perceived effectiveness, its familiarity, and personal values regarding in-house continuing education. As hypothesized, the effects of perceived managerial support for the continuing education program were much greater for newcomers (employees with three or less years company service) than more tenured employees. Contrary to what was predicted, perceived managerial support had very little relation to participation whatsoever for established employees. The findings were discussed in terms of the literature on organizational socialization. It was recommended that psychologists direct more research attention to the growing problem of work-force obsolescence facing organizations today.

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Employees' Responses to Participation in an in-House Continuing Education Program: An Exploratory Study

Abstract

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