An examination of learning transfer system characteristics across organizational settings

By Elwood F. Holton III, Hsin-Chih Chen, Sharon S. Naquin. 2003

178 citations recorded by the source corpus.

Subfields: Applied Psychology, Emergency Medical Services, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/4dacddbd72433116cf761db599aefe6d91969ae9

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Applied Psychology

1. Herman Aguinis
2. Kurt Kraiger
3. Elwood F. Holton III
4. Dan S. Chiaburu
5. Reid Bates
6. Stephen Boyle
7. Abdul Rahim Zumrah
8. V. Bogdan Yamkovenko

In Emergency Medical Services

1. Elwood F. Holton III
2. Kurt Kraiger
3. Herman Aguinis
4. Reid Bates
5. Dan S. Chiaburu
6. Sophia V. Marinova
7. Muhammad Awais Bhatti
8. Sharan Kaur

In Organizational Behavior and Human Resource Management

1. Herman Aguinis
2. Kurt Kraiger
3. Elwood F. Holton III
4. Reid Bates
5. Dan S. Chiaburu
6. Stephen Boyle
7. Abdul Rahim Zumrah
8. V. Bogdan Yamkovenko

Citations in the corpus

• Transfer of Training: The Role of Feedback in Supportive Social Networks (2010, unknown): “Motivation to transfer refers to the direction, intensity and persistence of effort to apply in the workplace what is learned during the training (Holton et al., 2003).”
• Modelling graduate skill transfer from university to the workplace (2016, unknown): “Further is their motivation to learn (Holton, Chen, and Naquin 2003), influenced by personality (Warr, Allan, and Birdi 1999), clear expectations of learning outcomes (Kirwan 2009), locus of control (Colquitt, LePine and Noe 2000) and perceptions of workplace support (Austin et al. 2006).”
• Benefits of training and development for individuals and teams, organizations, and society. (2009, methodology): “Holton et al. (2003) used the Learning Transfer System Inventory (Holton et al. 2001) to examine differences in transfer characteristics across eight different organizations, three organization types, and three training types.”
• What predicts skill transfer? An exploratory study of goal orientation, training self-efficacy and organizational supports (2005, background): “Along the same lines, Holton et al. (2003) cite a case study whereby peer support was a more powerful predictor of learning transfer than supervisor support (p. 460).”
• The effects of perceived organizational support and job satisfaction on transfer of training (2015, background): “Previous studies have presented evidence that the factors associated with transfer of training differ significantly between the public and private sectors and across training types (Chen et al., 2006; Holton et al., 2003).”
• Transfer of Training: A Review and New Insights (2008, unknown): “In considering this, Holton et al. (2003) made use of part of the data in the LTSI database and showed that transfer systems were correlated with organizational types, organizations and training types.”
• The relationship between learner utility reactions and predicted learning transfer among trainees (2002, background): “Thus, even when learning occurs in training, it is increasingly clear that the transfer climate may either support or inhibit application of learning on the job (Holton et al., 2001; Mathieu et al., 1992).”
• Convergent and Divergent Validity of the Learning Transfer System Inventory (2007, result): “Similar reliability estimates were reported by Keller and Szilagyi (1978). Both the Effort-Performance Expectancy and Performance-Reward Expectancy scales of the WRES were used in this study.”