Kenneth G Brown
Biographic Data
| ID | 10324988 |
|---|---|
| NAME | Kenneth G Brown |
| GIVEN NAMES | Kenneth G |
| FAMILY NAME | Brown |
| SIGNATURE | BROWN K G |
| AFFILIATIONS | University of Iowa |
| VERIFIED | No |
| TOTAL WORKS | 5 |
| TOTAL CITATIONS | 22 |
| WORKS AS AUTHOR | 4 |
| WORKS AS EDITOR | 1 |
| FIRST PUBLICATION YEAR | 2010 |
| LATEST PUBLICATION YEAR | 2017 |
| H-INDEX | 1 |
The Cambridge Handbook of Workplace Training and Employee Development
With comprehensive coverage of topics related to learning, training, and development, this volume is a must-have resource for industrial and organizational (I/O) psychologists, human resource (HR) scholars, and adult education specialists. Brown provides a forward-looking exploration of the current research on workplace training, employee development, and organizational learning from the primary point of view of industrial organizational psycholo…
Cambridge Handbook of Workplace Training and Employee Development
Learner Control and e-Learning
Research has historically adopted one of two views toward learner discretion in training: Learner discretion is controlled by training characteristics (i.e., the instruction-centric view), or learner discretion is a substantive learning process, the understanding of which is essential to developing more effective training (i.e., the learner-centric view). More recently, training scholars have followed the general trend in scientific psychology to…
Unfreezing change as three steps
Kurt Lewin's 'changing as three steps' (unfreezing → changing → refreezing) is regarded by many as the classic or fundamental approach to managing change. Lewin has been criticized by scholars for over-simplifying the change process and has been defended by others against such charges. However, what has remained unquestioned is the model's foundational significance. It is sometimes traced (if it is traced at all) to the first article ever publish…
Self-Assessment of Knowledge
We conducted a meta-analysis to clarify the construct validity of self-assessments of knowledge in education and workplace training. Self-assessment's strongest correlations were with motivation and satisfaction, two affective evaluation outcomes. The relationship between self-assessment and cognitive learning was moderate. Even under conditions that optimized the self-assessment–cognitive learning relationship (e.g., when learners practiced self…
Unfreezing change as three steps
Kurt Lewin's 'changing as three steps' (unfreezing → changing → refreezing) is regarded by many as the classic or fundamental approach to managing change. Lewin has been criticized by scholars for over-simplifying the change process and has been defended by others against such charges. However, what has remained unquestioned is the model's foundational significance. It is sometimes traced (if it is traced at all) to the first article ever publish…
Self-Assessment of Knowledge
We conducted a meta-analysis to clarify the construct validity of self-assessments of knowledge in education and workplace training. Self-assessment's strongest correlations were with motivation and satisfaction, two affective evaluation outcomes. The relationship between self-assessment and cognitive learning was moderate. Even under conditions that optimized the self-assessment–cognitive learning relationship (e.g., when learners practiced self…
Unfreezing change as three steps
Kurt Lewin's 'changing as three steps' (unfreezing → changing → refreezing) is regarded by many as the classic or fundamental approach to managing change. Lewin has been criticized by scholars for over-simplifying the change process and has been defended by others against such charges. However, what has remained unquestioned is the model's foundational significance. It is sometimes traced (if it is traced at all) to the first article ever publish…
Learner Control and e-Learning
Research has historically adopted one of two views toward learner discretion in training: Learner discretion is controlled by training characteristics (i.e., the instruction-centric view), or learner discretion is a substantive learning process, the understanding of which is essential to developing more effective training (i.e., the learner-centric view). More recently, training scholars have followed the general trend in scientific psychology to…
The Cambridge Handbook of Workplace Training and Employee Development
With comprehensive coverage of topics related to learning, training, and development, this volume is a must-have resource for industrial and organizational (I/O) psychologists, human resource (HR) scholars, and adult education specialists. Brown provides a forward-looking exploration of the current research on workplace training, employee development, and organizational learning from the primary point of view of industrial organizational psycholo…
Cambridge Handbook of Workplace Training and Employee Development
Psychology (3 works) · Applied Psychology (2 works) · Computer Science (2 works) · Political science (2 works) · Aeronautics (1 work) · Artificial Intelligence (1 work) · Career development (1 work) · Change Management (1 work) · Cognition (1 work) · Cognitive psychology (1 work)