TRANSFER OF TRAINING: A REVIEW AND DIRECTIONS FOR FUTURE RESEARCH

By Timothy T. Baldwin, J. Ford. 1988

Subfields: Representation & Self-Supervised Learning

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Citations in the corpus

GShard: Scaling Giant Models with Conditional Computation and Automatic Sharding (2020, background): “As the number of language pairs (tasks) to be modeled within a single translation model increases, positive language transfer [44] starts to deliver large gains for low-resource languages.”
Explanation in Human-AI Systems: A Literature Meta-Review, Synopsis of Key Ideas and Publications, and Bibliography for Explainable AI (2019, background): “The attempt by experimentalists to demonstrate task-to-task transfer (both near and far transfer) in the academic laboratory environment has met with limited success (Baldwin and Ford, 1988; Sala and Gobet, 2017).”
Trainee Perceptions of Factors that Influence Learning Transfer (2002, background): “Numerous studies of learning transfer have emphasized the importance of training design, trainee characteristics, and work environment for supporting transfer (Baldwin and Ford, 1988), but seldom in cross-cultural settings (Xiao, 1996).”
Modelling graduate skill transfer from university to the workplace (2016, unknown): “Unlike other studies (Baldwin and Ford 1988; Lim and Morris 2006), participants’ transfer outcomes at pre-, immediately post- and other times following training, in this case the degree program, are not obtained.”
Boosting and sustaining passion: A long-term perspective on the effects of entrepreneurship training (2017, background): “Furthermore, the literature on training transfer suggests that the positive effects of training on motivational outcomes usually wear off over time (Baldwin and Ford, 1988; Blume et al., 2010).”
The Effect of Mental Practice and Goal Setting as a Transfer of Training Intervention on Supervisors’ Self‐efficacy and Communication Skills: An Exploratory Study (2000, unknown): “Baldwin and Ford (1988), Tannenbaum and Yukl (1992), and Latham and Seijts (1998) have argued that advances in understanding ways to increase transfer of training are likely to occur if attention is given to interventions that take place subsequent to training.”
The impact of executive coaching on self‐efficacy related to management soft‐skills (2010, background): “As recommended by Bandura (2001), 0 indicated “Not at all confident” and 10 indicated “Completely confident”.”
Examining the factor structure of participant reactions to training: A multidimensional approach (2000, methodology): “A number of authors have proposed models that delineate hypothesized individual and organizational determinants of training effectiveness, including learning, transfer, and results (Baldwin and Ford, 1988; Holton, 1996; Mathieu, Tannenbaum, and Salas, 1992; Rouillier and Goldstein, 1993), augmenting”
A META-ANALYTIC EXAMINATION OF THE INSTRUCTIONAL EFFECTIVENESS OF COMPUTER-BASED SIMULATION GAMES (2011, background): “Finally, training transfer refers to the successful application of the skills gained in a training context to the job (Baldwin & Ford, 1988).”
Organizational Ecology and Knowledge Networks (2007, background): “”(14) Past experience indicates that the information and knowledge gained from formal training programs, in particular, is often not effectively applied.(15) While assessing (with any precision) the amount of money organizations invest in formal training programs (or the value gained from them) is i”
A review of machine learning in processing remote sensing data for mineral exploration (2021, background): “Transfer learning is inspired by the field of educational psychology and refers to the transfer of learning that happens when learning in one condition increase (positive transfer) or decrease (negative transfer) the performance (Baldwin and Ford, 1988).”