Training transfer: the mediating role of perception of learning

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The effects of perceived organizational support and job satisfaction on transfer of training (2015, background): “First, highly satisfied employees have been seen to demonstrate positive improvement in terms of their job knowledge and skills following the training (Velada and Caetano, 2007).”
Antecedents and Employee Outcomes of Line Managers' Perceptions of Enabling HR Practices (2014, background): “In addition, Velada and Caetano (2007) observed that when trainees reacted positively to training and its perceived utility, they were also more likely to learn.”
The Effects of Training Design, Individual Characteristics and Work Environment on Transfer of Training (2007, unknown): “Others include job involvement, organizational commitment, organizational cynicism and job satisfaction (e.g. Mathieu et al., 1993; Tannenbaum et al., 1991; Tesluk et al., 1995; Velada & Caetano, 2007).”
Training and Performance: The Mediating Role of Organizational Learning (2014, background): “…training is considered the ain activity in getting qualified, flexible and well prepared mployees (MacDuffie and Kochan, 1995; Bae and Lawler, 000; Velada and Caetano, 2007), that is to say, the firm’s uman capital which facilitates the creation of a sustainable ompetitive advantage and,…”