Social Learning (Cognitive) Theory and Implications for Human Resource Development

The problem and the solution. The complexity of the domains of human resource development (HRD) requires knowledge of learning theories that can inform the development of HRD theory building, research, and practice. Social learning (cognitive) theory (SLT/SCT) identifies learning as a dynamic interplay between the person, the environment, and behavior. This article explores the elements of SLT/SCT that are most relevant to HRD and identifies theory-building, research, and practice arenas in HRD that have incorporated one or more SLT/SCT propositions. Implications for future HRD theory, research, and practice are proposed. SLT/SCT is shown to have high potential use for HRD due to the comprehensive nature of this theory for explaining learning and behavior.

[1]  Alexander D. Stajkovic,et al.  Self-efficacy and work-related performance: A meta-analysis. , 1998 .

[2]  Richard A. Swanson,et al.  Foundations of Human Resource Development , 2001 .

[3]  J. Porras,et al.  Precursors of Individual Change: Responses to a Social Learning Theory Based on Organizational Intervention , 1982 .

[4]  P. Decker.  Social Learning Theory and Leadership , 1986 .

[5]  Robert D. Marx,et al.  Relapse Prevention for Managerial Training: A Model for Maintenance of Behavior Change , 1982 .

[6]  A. Bandura.  Social cognitive theory of self-regulation☆ , 1991 .

[7]  Nancy E. Betz,et al.  A self-efficacy approach to the career development of women , 1981 .

[8]  Timothy T. Baldwin,et al.  Workforce training transfer: A study of the effect of relapse prevention training and transfer climate , 1999 .

[9]  E. Hilgard,et al.  Theories of Learning , 1981 .

[10]  N. Miller,et al.  Social Learning and Imitation , 1942 .

[11]  A. Bandura.  Social cognitive theory: an agentic perspective. , 1999, Annual review of psychology.

[12]  M. Dirsmith,et al.  Organizational socialization as instrument and symbol: An extended institutional theory perspective , 2001 .

[13]  Daniel J. Brass,et al.  Efficacy-Performing Spirals: A Multilevel Perspective , 1995 .

[14]  A. Bandura.  Self-efficacy mechanism in human agency. , 1982 .

[15]  B. R. Hergenhahn,et al.  An Introduction to Theories of Learning , 2020 .

[16]  F. Luthans,et al.  A social learning approach to behavioral management: Radical behaviorists “mellowing out” , 1984 .

[17]  T. Maurer.  Employee Learning and Development Orientation: Toward an Integrative Model of Involvement in Continuous Learning , 2002 .

[18]  J. Stewart Black,et al.  Cross-Cultural Training Effectiveness: A Review and a Theoretical Framework for Future Research , 1990 .

[19]  A. Osman-Gani,et al.  Cross-Cultural Implications of Planned on-the-Job Training , 2001 .

[20]  G. Lim,et al.  Individual and situational correlates of motivation for skills upgrading: an empirical study , 2003 .

[21]  A. Bandura.  Social Foundations of Thought and Action: A Social Cognitive Theory , 1985 .

[22]  Marilyn E. Gist,et al.  Self-Efficacy: Implications for Organizational Behavior and Human Resource Management , 1987 .

[23]  J. Rotter.  Internal versus external control of reinforcement: A case history of a variable. , 1990 .

[24]  R. Torraco.  Cognitive Demands of New Technologies and the Implications for Learning Theory , 2002 .

[25]  Etienne Wenger,et al.  Communities of Practice: Learning, Meaning, and Identity , 1998 .

[26]  Jane M. Howell,et al.  Efficacy-Performance Spirals: An Empirical Test , 2000 .

[27]  Darlene F. Russ-Eft.  A Typology of Training Design and Work Environment Factors Affecting Workplace Learning and Transfer , 2002 .

[28]  Patricia L. Hardré,et al.  Beyond Two Decades of Motivation: A Review of the Research and Practice in Instructional Design and Human Performance Technology , 2003 .

[29]  S. Merriam,et al.  Learning in Adulthood: A Comprehensive Guide , 1991 .

[30]  Gary P. Latham,et al.  Application of social learning theory to employee self-management of attendance , 1987 .

[31]  Henry P Sims.  The new leadership paradigm : social learning and cognition in organizations / Henry P. Sims , 1991 .

[32]  A. Bandura.  Self-Efficacy: The Exercise of Control , 1997, Journal of Cognitive Psychotherapy.

[33]  Alexander D. Stajkovic,et al.  Social cognitive theory and self-efficacy: Goin beyond traditional motivational and behavioral approaches , 1998 .

[34]  A. Bandura.  Social learning theory , 1977 .

[35]  A. Bandura.  Social Cognitive Theory in Cultural Context , 2002, Applied Psychology.

[36]  D. Bhanthumnavin,et al.  Perceived social support from supervisor and group members' psychological and situational characteristics as predictors of subordinate performance in Thai work units , 2003 .

[37]  S. H. Appelbaum,et al.  Self‐efficacy as a mediator of goal setting and performance , 1996 .

[38]  H. P. Sims,et al.  Vicarious Learning: The Influence of Modeling on Organizational Behavior , 1981 .

[39]  Edward J. Hertenstein.  Goal Orientation and Practice Condition as Predictors of Training Results. , 2001 .

[40]  A. Bandura,et al.  Social Cognitive Theory of Organizational Management , 1989 .

[41]  H. P. Sims,et al.  Self-Management as a Substitute for Leadership: A Social Learning Theory Perspective , 1980 .

[42]  P. Ellström,et al.  Integrating Learning and Work: Problems and Prospects. , 2001 .

[43]  J. Rotter,et al.  The development and applications of social learning theory : selected papers , 1982 .

[44]  Thomas C. Neil,et al.  Seeing environmental opportunities: effects of intrapreneurial ability, efficacy, motivation and desirability , 1998 .

[45]  Fred Luthans,et al.  A Social Learning Approach to Organizational Behavior , 1980 .