SDLRSSelf-Directed Learning Readiness Scale
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Roberts (1986) administered the SDLRS to a random sample of 655 employees at the Hong Kong Telephone Company in Hong Kong.
The SDLRS was administered to a total of 628 managers and nonmanagers in large to medium-sized companies.
The SDLRS was translated into Lithuanian for this study.
Seven hundred and fifty-three (753) managers and nonmanagers attending management development courses in Silver Springs, Maryland, were given the English version of the SDLRS.
Six hundred and seven (607) managers and nonmanagers were given the English version of the SDLRS.
One hundred and sixty-two (162) entrepreneurs were administered the English version of the SDLRS.
One hundred and eighty four (184) public accountants were administered the English version of the SDLRS in a nationwide study.
Those items emerging from the Delphi panel with a rating of desirable, necessary, or essential were used as a basis for the construction of the SDLRS items.
Although there have been some criticisms of the SDLRS, (Brockett, 1987; Field, 1989; Straka and Hinz, 1996), the vast majority of studies have supported the reliability and validity of the instrument (See, for example, Delahaye and Smith, 1995; Durr, 1992; Finestone, 1984; Graeve, 1987; Hassan, 1981; Long and Agyekum, 1984; McCune and Guglielmino, 1991; Posner, 1991; Russell, 1988).
The SDLRS is by far the most widely used quantitative instrument in the study of self-directed learning (Merriam and Caffarella, 1999).
The country scores for Hofstede's power distance and individualism, the country means for the SDLRS, and World Bank figures for GNIPC can be found in Table 1.
Before implementing a self-directed approach to training and development, Motorola determined the readiness by testing associates (employees) with the SDLRS.