The Learning Transfer of Dementia Training Program Participants: Its Antecedents and Mediating Effect on the Job Competency of Geriatric Caregivers
Abstract
:1. Introduction
2. Theoretical Background
2.1. Learning Transfer
2.2. Antecedents of Learning Transfer
2.3. Competency
3. Study Design
3.1. Operational Definitions of Variables
3.2. Subjects
3.2.1. Criteria for Selecting Training Programs for Participants
- Selection criteria 1: Selection criteria based on the attributes of training transfer research
- 2.
- Selection criteria 2: Dementia training program selection criteria
3.2.2. Training Program for Participants: Dementia Specialized Training through Long-Term Care Insurance for Older Adults
3.2.3. Selection of Study Participants
3.3. Analytical Scales and Methods
3.3.1. Time and Target of Measurement
3.3.2. Composition of Measurement Scales
3.3.3. Data Analysis and Statistical Processing
4. Results
4.1. Study Variable General Statistic
4.1.1. Descriptive Statistics of Research Variables
4.1.2. Factor Analysis and Reliability Analysis
4.1.3. Measurement Model
Verification Results and Goodness of Fit Analysis Results for the Measurement Model
Parameter Estimation Results for the Measurement Model
Results of Discriminant Validity Verification of Measurement Model
4.2. Hypothesis Verification Results
4.2.1. Relationship between Antecedent Variables and Learning Transfer (Near Transfer/Far Transfer)
4.2.2. Verification Results for the Mediating Effect of Learning Transfer
4.2.3. Verification of the Significance of Mediating the Effect of Learning Transfer
5. Discussion
5.1. Antecedent Variables and Learning Transfer
5.2. Mediating Effect of Learning Transfer
6. Conclusions
6.1. Implications of the Study
6.2. Limitations of the Study
Supplementary Materials
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Data Availability Statement
Conflicts of Interest
References
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Variable Type | Classification | Sub-Factor | Definition |
---|---|---|---|
Antecedent | Trainee Characteristic | Learning motivation | Tendency and willingness to make the effort to apply the knowledge and skills acquired through training in the workplace. |
Self-efficacy | A general personal belief that one can change one’s job performance if desired. | ||
Training Design | Training content | The degree to which the trainee judges whether the training content reflects the requirements of the actual job. | |
Training method | The training methods that the instructor employs to effectively convey the contents of training to the participants and enhance their understanding. | ||
Trainer ability | The degree to which the instructor effectively communicates the training content to facilitate its understanding and the formulation of a plan for use in the field by the trainees. | ||
Work Environment | Supervisor support | The trainee’s perception of the extent to which the supervisor reinforces their ability to apply their training in the workplace. | |
Peer support | The degree to which peers reinforce and support when trainees apply new learning to work. | ||
Transfer Opportunity | The degree to which resources or tasks are provided to enable the trainees to apply new learning from training to work. | ||
Transfer Intention | Transfer intention | The level of willingness of trainees to apply the contents newly learned during training. | |
Mediating | Learning Transfer | Near transfer | New learning from training is applied to specific and limited tasks. |
Far transfer | New learning from training is generally and widely applied in various situations. | ||
Dependent | Competency | Communication | The ability to accurately understand what others mean and to precisely convey one’s intentions orally and in writing. |
Problem solving | The ability to identify and solve problems during job performance creatively and logically. | ||
Self-development | The ability to manage and develop oneself in the pursuit of one’s duties. | ||
Interpersonal relationship | The ability to get along well with people who interact with the caregiver during the performance of work without causing problems. | ||
Skills | The ability to apply appropriate tools and devices when performing work. | ||
Work ethic | The attitudes, manners, and occupational perspectives required during job performance. |
Measurement Variable | Minimum | Maximum | Mean | Standard Deviation | Skewness | Kurtosis |
---|---|---|---|---|---|---|
Learning motivation | 3.00 | 5.00 | 4.69 | 0.43 | −1.270 | 0.856 |
Self-efficacy | 3.00 | 5.00 | 4.40 | 0.50 | −0.256 | −0.787 |
Training content | 2.00 | 5.00 | 4.17 | 0.59 | −0.273 | −0.118 |
Training method | 1.50 | 5.00 | 3.72 | 0.78 | −0.566 | 0.106 |
Trainer ability | 1.50 | 5.00 | 3.49 | 0.86 | −0.108 | −0.637 |
Supervisor support | 1.75 | 5.00 | 3.83 | 0.86 | −0.441 | −0.610 |
Peer support | 1.50 | 5.00 | 3.77 | 0.73 | −0.207 | −0.051 |
Transfer opportunity | 2.67 | 5.00 | 4.44 | 0.56 | −0.735 | −0.330 |
Transfer intention | 3.00 | 5.00 | 4.50 | 0.54 | −0.783 | −0.064 |
Near transfer | 2.80 | 5.00 | 4.33 | 0.52 | −0.312 | −0.515 |
Far transfer | 3.00 | 5.00 | 4.19 | 0.57 | −0.117 | −0.517 |
Communication | 2.50 | 5.00 | 4.33 | 0.53 | −0.404 | −0.230 |
Problem solving | 2.33 | 5.00 | 4.23 | 0.58 | −0.382 | −0.025 |
Skills | 2.67 | 5.00 | 4.20 | 0.54 | 0.008 | −0.449 |
Self-development | 3.00 | 5.00 | 4.43 | 0.53 | −0.803 | −0.109 |
Work ethics | 2.67 | 5.00 | 4.70 | 0.42 | −1.545 | 2.332 |
Interpersonal relationships | 2.00 | 5.00 | 4.26 | 0.56 | −0.415 | 0.126 |
Index | χ2 (df = 1014) | RMR | RMSEA | PNFI | CFI | TLI |
---|---|---|---|---|---|---|
Model | 2110.32 p < 0.001 | 0.029 | 0.062 | 0.744 | 0.902 | 0.891 |
Measurement Variable | Latent Variable | Factor Loading | S.E. | C.R. | AVE | Reliability | |
---|---|---|---|---|---|---|---|
Unstandardized | Standardized | ||||||
Learning motivation 1 | Learning Motivation | 1 | 0.892 | 0.906 | 0.974 | ||
Learning motivation 2 | 1.013 | 0.924 | 0.044 | 22.786 *** | |||
Learning motivation 3 | 1.025 | 0.853 | 0.052 | 19.683 *** | |||
Learning motivation 4 | 0.64 | 0.631 | 0.053 | 11.986 *** | |||
Self-efficacy 1 | Self- Efficacy | 1 | 0.87 | 0.794 | 0.918 | ||
Self-efficacy 2 | 1.003 | 0.866 | 0.062 | 16.128 *** | |||
Self-efficacy 3 | 0.754 | 0.549 | 0.08 | 9.404 *** | |||
Training content 1 | Training Content | 1 | 0.847 | 0.805 | 0.942 | ||
Training content 2 | 0.991 | 0.849 | 0.057 | 17.281 *** | |||
Training content 3 | 0.993 | 0.879 | 0.055 | 18.149 *** | |||
Training content 4 | 0.747 | 0.666 | 0.061 | 12.204 *** | |||
Training method 1 | Training Method | 1 | 0.764 | 0.810 | 0.944 | ||
Training method 2 | 1.153 | 0.874 | 0.073 | 15.873 *** | |||
Training method 3 | 1.295 | 0.897 | 0.079 | 16.392 *** | |||
Training method 4 | 1.464 | 0.93 | 0.086 | 17.105 *** | |||
Trainer ability 1 | Role of Instructor | 1 | 0.856 | 0.757 | 0.925 | ||
Trainer ability 2 | 1.067 | 0.888 | 0.054 | 19.794 *** | |||
Trainer ability 3 | 1.037 | 0.906 | 0.051 | 20.523 *** | |||
Trainer ability 4 | 0.948 | 0.792 | 0.058 | 16.272 *** | |||
Supervisor support 1 | Manager Support | 1 | 0.86 | 0.811 | 0.945 | ||
Supervisor support 2 | 1.131 | 0.892 | 0.055 | 20.484 *** | |||
Supervisor support 3 | 0.932 | 0.861 | 0.049 | 19.178 *** | |||
Supervisor support 4 | 1.095 | 0.938 | 0.048 | 22.592 *** | |||
Peer support 1 | Peer Support | 1 | 0.895 | 0.813 | 0.945 | ||
Peer support 2 | 1.098 | 0.946 | 0.043 | 25.629 *** | |||
Peer support 3 | 1.018 | 0.9 | 0.044 | 22.925 *** | |||
Peer support 4 | 0.917 | 0.717 | 0.062 | 14.754 *** | |||
Transfer opportunity 1 | Transfer Opportunity | 1 | 0.818 | 0.811 | 0.928 | ||
Transfer opportunity 2 | 0.974 | 0.765 | 0.073 | 13.26 *** | |||
Transfer opportunity 3 | 1.183 | 0.822 | 0.083 | 14.26 *** | |||
Transfer intention 1 | Transfer Intention | 1 | 0.831 | 0.913 | 0.969 | ||
Transfer intention 2 | 1.107 | 0.939 | 0.055 | 19.947 *** | |||
Transfer intention 3 | 1.082 | 0.881 | 0.059 | 18.411 *** |
Measurement Variable | Latent Variable | Factor Loading | S.E. | C.R. | AVE | Reliability | |
---|---|---|---|---|---|---|---|
Unstandardized | Standardized | ||||||
Self-development | Competency | 1 | 0.75 | 0.75 | 0.788 | 0.957 | |
Skills | 0.962 | 0.711 | 0.083 | 11.634 *** | |||
Problem solving | 1.089 | 0.758 | 0.088 | 12.44 *** | |||
Communication | 0.941 | 0.716 | 0.08 | 11.719 *** | |||
Work ethics | 0.57 | 0.539 | 0.066 | 8.677 *** | |||
Interpersonal relationships | 1.064 | 0.765 | 0.085 | 12.562 *** |
Measurement Variable | Latent Variable | Factor Loading | S.E. | C.R. | AVE | Reliability | |
---|---|---|---|---|---|---|---|
Unstandardized | Standardized | ||||||
Learning transfer 3 | Near transfer | 1 | 0.857 | 0.823 | 0.959 | ||
Learning transfer 4 | 0.887 | 0.818 | 0.053 | 16.793 *** | |||
Learning transfer 5 | 0.845 | 0.746 | 0.058 | 14.559 *** | |||
Learning transfer 2 | 0.87 | 0.797 | 0.054 | 16.116 *** | |||
Learning transfer 1 | 0.889 | 0.773 | 0.058 | 15.363 *** | |||
Learning transfer 8 | Far transfer | 1 | 0.931 | 0.898 | 0.972 | ||
Learning transfer 9 | 0.992 | 0.907 | 0.039 | 25.76 *** | |||
Learning transfer 7 | 0.958 | 0.909 | 0.037 | 25.898 *** | |||
Learning transfer 6 | 0.821 | 0.771 | 0.047 | 17.533 *** |
Model | Unstandardized Coefficient | Standardized Coefficient | t | Significance Probability | Collinearity Statistic | |||
---|---|---|---|---|---|---|---|---|
B | Standard Error | Tolerance | VIF | |||||
(constant) | 0.964 | 0.403 | 2.394 | 0.017 | ||||
Control variable | Sex (Male_dum) | −0.170 | 0.088 | −0.117 | −1.948 | 0.053 | 0.626 | 1.598 |
Age | 0.004 | 0.030 | 0.008 | 0.143 | 0.886 | 0.810 | 1.235 | |
Training level | 0.023 | 0.031 | 0.043 | 0.761 | 0.447 | 0.713 | 1.402 | |
Work experience | −0.013 | 0.030 | −0.024 | −0.448 | 0.655 | 0.787 | 1.271 | |
Training experience | 0.000 | 0.028 | 0.000 | −0.002 | 0.998 | 0.832 | 1.202 | |
Monthly income | 0.029 | 0.028 | 0.072 | 1.028 | 0.305 | 0.458 | 2.181 | |
Training point | 0.002 | 0.008 | 0.013 | 0.259 | 0.796 | 0.894 | 1.118 | |
Work type (Facility_dum) | 0.112 | 0.085 | 0.098 | 1.322 | 0.187 | 0.415 | 2.411 | |
Antecedent Variable | Learning motivation | −0.046 | 0.072 | −0.038 | −0.648 | 0.517 | 0.645 | 1.551 |
Self-efficacy | 0.136 | 0.067 | 0.131 | 2.032 | 0.043 | 0.547 | 1.829 | |
Training content | 0.017 | 0.059 | 0.019 | 0.283 | 0.777 | 0.497 | 2.012 | |
Training method | 0.067 | 0.048 | 0.101 | 1.382 | 0.168 | 0.424 | 2.358 | |
Trainer ability | 0.061 | 0.047 | 0.101 | 1.296 | 0.196 | 0.376 | 2.658 | |
Supervisor support | −0.065 | 0.045 | −0.107 | −1.431 | 0.154 | 0.404 | 2.474 | |
Peer support | 0.054 | 0.046 | 0.076 | 1.174 | 0.241 | 0.537 | 1.861 | |
Transfer opportunity | 0.276 | 0.058 | 0.300 | 4.775 | 0.000 | 0.575 | 1.739 | |
Transfer intention | 0.265 | 0.064 | 0.275 | 4.152 | 0.000 | 0.518 | 1.930 | |
F = 10.586 ***, R2 = 0.408 (Adjusted, 0.370), Durbin–Watson = 1.642 |
Model | Unstandardized Coefficient | Standardized Coefficient | t | Significance Probability | Collinearity Statistic | |||
---|---|---|---|---|---|---|---|---|
B | Standard Error | Tolerance | VIF | |||||
(constant) | 0.444 | 0.444 | 1.000 | 0.318 | ||||
Control variable | Sex (Male_dum) | −0.150 | 0.096 | −0.093 | −1.556 | 0.121 | 0.626 | 1.598 |
Age | 0.004 | 0.033 | 0.006 | 0.120 | 0.905 | 0.810 | 1.235 | |
Training level | 0.024 | 0.034 | 0.040 | 0.707 | 0.480 | 0.713 | 1.402 | |
Work experience | −0.079 | 0.033 | −0.129 | −2.413 | 0.017 | 0.787 | 1.271 | |
Training experience | 0.055 | 0.031 | 0.092 | 1.763 | 0.079 | 0.832 | 1.202 | |
Monthly income | 0.061 | 0.031 | 0.140 | 2.001 | 0.046 | 0.458 | 2.181 | |
Training point | −0.016 | 0.008 | −0.094 | −1.863 | 0.064 | 0.894 | 1.118 | |
Work type (Facility_dum) | 0.152 | 0.094 | 0.119 | 1.620 | 0.107 | 0.415 | 2.411 | |
Antecedent variable | Learning motivation | 0.031 | 0.079 | 0.023 | 0.387 | 0.699 | 0.645 | 1.551 |
Self-efficacy | 0.143 | 0.074 | 0.125 | 1.938 | 0.054 | 0.547 | 1.829 | |
Training content | −0.066 | 0.065 | −0.069 | −1.027 | 0.305 | 0.497 | 2.012 | |
Training method | 0.111 | 0.053 | 0.152 | 2.080 | 0.039 | 0.424 | 2.358 | |
Role of instructor | 0.112 | 0.052 | 0.168 | 2.172 | 0.031 | 0.376 | 2.658 | |
Manager support | −0.057 | 0.050 | −0.086 | −1.150 | 0.251 | 0.404 | 2.474 | |
Peer support | 0.095 | 0.051 | 0.121 | 1.863 | 0.064 | 0.537 | 1.861 | |
Transfer opportunity | 0.124 | 0.064 | 0.122 | 1.945 | 0.053 | 0.575 | 1.739 | |
Transfer intention | 0.394 | 0.070 | 0.370 | 5.609 | 0.000 | 0.518 | 1.930 | |
F = 10.728 ***, R2 = 0.411 (Adjusted, 0.373), Durbin–Watson = 1.716 |
Dependent Variable | Antecedent Variable (Level 1) | Unstandardized Coefficient | Sobel Statistic | Mediation Type | |||
---|---|---|---|---|---|---|---|
Level 2 | Level 3 | Mediating Effect Size | z Value | p | |||
Communication competency | Self-efficacy | 0.190 | 0.137 | 0.053 | 1.928 | 0.054 | Partial |
Transfer opportunity | 0.040 | −0.067 | 0.107 | 3.769 | 0.0001 | - | |
Transfer intention | 0.312 | 0.209 | 0.103 | 3.439 | 0.0005 | Partial | |
Problem-solving competency | Self-efficacy | 0.287 | 0.229 | 0.058 | 1.927 | 0.0539 | Partial |
Transfer opportunity | 0.171 | 0.053 | 0.118 | 3.759 | 0.0002 | Full | |
Transfer intention | 0.240 | 0.126 | 0.114 | 3.431 | 0.0006 | Full | |
Interpersonal relationship competency | Self-efficacy | 0.148 | 0.108 | 0.04 | 1.848 | 0.0646 | Full |
Transfer opportunity | 0.044 | −0.038 | 0.082 | 3.258 | 0.0012 | - | |
Transfer intention | 0.307 | 0.229 | 0.078 | 3.038 | 0.0024 | Partial | |
Skills competency | Self-efficacy | 0.182 | 0.136 | 0.046 | 1.879 | 0.0602 | Full |
Transfer opportunity | 0.033 | −0.060 | 0.093 | 3.437 | 0.0005 | - | |
Transfer intention | 0.268 | 0.179 | 0.089 | 3.181 | 0.0013 | Partial | |
Self-development competency | Self-efficacy | 0.152 | 0.109 | 0.043 | 1.884 | 0.0596 | Full |
Transfer opportunity | 0.110 | 0.022 | 0.088 | 3.468 | 0.0005 | - | |
Transfer intention | 0.275 | 0.190 | 0.085 | 3.243 | 0.0012 | Partial | |
Work ethics competency | Self-efficacy | −0.079 | −0.114 | 0.035 | 1.857 | 0.0633 | - |
Transfer opportunity | 0.102 | 0.032 | 0.07 | 3.307 | 0.0009 | - | |
Transfer intention | 0.197 | 0.130 | 0.067 | 3.078 | 0.0021 | Partial |
Dependent Variable | Antecedent Variable (Level 1) | Unstandardized Coefficient | Sobel Statistic | Mediation Type | |||
---|---|---|---|---|---|---|---|
Level 2 | Level 3 | Mediating Effect Size | z Value | p | |||
Communication competency | Training method | −0.030 | −0.064 | 0.034 | 1.803 | 0.0714 | - |
Trainer ability | 0.175 | 0.140 | 0.035 | 1.999 | 0.0455 | Partial | |
Transfer intention | 0.312 | 0.189 | 0.123 | 3.889 | 0.0001 | Partial | |
Problem-solving competency | Training method | −0.070 | −0.087 | 0.017 | 1.519 | 0.1286 | - |
Trainer ability | 0.128 | 0.111 | 0.017 | 1.542 | 0.1231 | Full | |
Transfer intention | 0.240 | 0.181 | 0.059 | 2.056 | 0.0398 | Partial | |
Interpersonal relationship competency | Training method | −0.016 | −0.036 | 0.02 | 1.692 | 0.0907 | - |
Trainer ability | −0.003 | −0.023 | 0.02 | 1.725 | 0.0849 | - | |
Transfer intention | 0.307 | 0.238 | 0.069 | 2.556 | 0.0106 | Partial | |
Skills competency | Training method | 0.077 | 0.047 | 0.03 | 1.89 | 0.0588 | - |
Trainer ability | 0.051 | 0.021 | 0.03 | 1.933 | 0.0532 | - | |
Transfer intention | 0.268 | 0.161 | 0.107 | 3.46 | 0.0005 | Partial | |
Self-development competency | Training method | −0.128 | −0.150 | 0.022 | 1.782 | 0.0747 | - |
Trainer ability | 0.032 | 0.009 | 0.023 | 1.818 | 0.0691 | Full | |
Transfer intention | 0.275 | 0.196 | 0.079 | 2.938 | 0.0037 | Partial | |
Work ethics competency | Learning motivation | 0.013 | −0.001 | 0.014 | 1.581 | 0.1138 | - |
Peer support | −0.049 | −0.063 | 0.014 | 1.607 | 0.1082 | - | |
Transfer intention | 0.197 | 0.148 | 0.049 | 2.217 | 0.0266 | Partial |
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Kim, C.; Lee, J.; Lee, G. The Learning Transfer of Dementia Training Program Participants: Its Antecedents and Mediating Effect on the Job Competency of Geriatric Caregivers. Healthcare 2023, 11, 2991. https://doi.org/10.3390/healthcare11222991
Kim C, Lee J, Lee G. The Learning Transfer of Dementia Training Program Participants: Its Antecedents and Mediating Effect on the Job Competency of Geriatric Caregivers. Healthcare. 2023; 11(22):2991. https://doi.org/10.3390/healthcare11222991
Chicago/Turabian StyleKim, Chulwoo, Jin Lee, and Geon Lee. 2023. "The Learning Transfer of Dementia Training Program Participants: Its Antecedents and Mediating Effect on the Job Competency of Geriatric Caregivers" Healthcare 11, no. 22: 2991. https://doi.org/10.3390/healthcare11222991