Abstract:

The digitization of vocational training content that was previously taught in analog form represents a profound change, particularly for trainers. Although there are various obstacles, trainers play a significant role in the change process as enablers and multipliers. Therefore, findings about their altering behavior in those dynamic circumstances, are relevant both scientifically and practically in order to successfully implement comparable processes in the area of digitization of training.

The study focuses on the trainers as the main actors in the digitization process. To investigate their behavior over time, a secondary analysis of qualitative data from a longitudinal study was conducted. At the beginning of the digitization process, guided interviews (n=11) were carried out with trainers of an inter-company training center. After two years and the prototypical digitization of the training content, the interviews took place again (n=8). To characterize trainers’ behavior, a psychological model was applied to the context of the digitization process. The COM-B Model (Michie et al., 2014) proposes that behavior (B) is determined by capability (C), opportunity (O) and motivation (M). These categories and their subcategories were used as a deductive framework for analyzing the interviews.

The results reveal that the behavior towards the digitization process of training has changed between interview periods. While capability has increased, the perceived opportunity was minimized due to organizational difficulties during the change process, which had a negative impact on trainers’ motivation. The subcategories psychological capability, social opportunity and automatic motivation were emphasized by the participants in the context of pro-change behavior and should therefore be considered when eliciting behavior change. How these often-highlighted determinants can be addressed in a change process is further discussed.

The COM-B model has been applied in different settings but not yet in vocational training. This study shows that it can be applied successfully in the context of change processes to analyze the behavior of trainers. The data, collected at different periods of time, indicates how and why actors’ behavior changes. The identification of the most influential determinants reveals practical approaches for optimizing change processes in vocational training because the results give implications on how to successfully manage trainers’ involvement. Consequently, the findings can be used to better engage actors in favor of change and therefore secure its success. An apparent limitation of this study is that, due to the qualitative survey taking place in a German inter-company training center, further studies are required to validate the results.

Keywords:

Vocational training, Digitization, Behavior, Change Management.