| Bates and Chen (2004), state that no empirical evidence has been directed at measuring HRD values from the perspective of HRD customers. The purpose of this study was to identify perceptions of values between HRD practitioners and customers.;The population for this study included 10 organizational contacts that represented 103 HRD customers in St. Louis, Missouri. A limited version [items 1--38] of the Bates and Chen (2004) questionnaire was used to collect data. Respondents' identity was not tracked.;The questionnaire included a series of demographic items, and comprised six scales: Enabling Meaningful Work, Building Socially Responsible Organizations, Providing Individuals with Learning Experiences, Building Learning Systems, Improving Individual Job Performance, and Improving Organizational Performance. Item ratings were on a seven-point Likert scale (1 = Strongly Disagree to 7 = Strongly Agree). T-test comparisons for the six subscale scores were used to compare the two samples. No other t-test was statistically significant at the p < .05 level. A multiple regression was conducted to predict the total score based on four demographic variables.;The overall model was not statistically significant (p = .87) and accounted for only 1.3% of the variance in the dependent variable. Pearson product-moment correlations were identified between the seven summated scores and four demographic variables of gender, age, level in the organization, and company size. For the resulting 28 correlations (four demographic variables x seven ratings), two were statistically significant at the p < .10 level. Specifically, respondents who were at a higher organizational level agreed less with the role of HRD to be "building socially responsible organizations (r = -.16, p < .10)" and agreed more with the HRD role of "improving organizational performance (r = .23, p < .05)." The overall repeated measures ANOVA model was statistically significant (p = .001). Specifically, the highest pair was "Improving Organizational Performance ( M = 6.02)" and "Improving Individual Job Performance (M = 6.16)." The second pair consisted of "Building Learning Systems ( M = 5.46)" and "Providing Individuals with Learning Experiences ( M = 5.29)." The lowest pair of means were "Building Socially Responsible Organizations (M = 4.70)" and "Enabling Meaningful Work ( M = 4.43)."... |
