The science of training: a decade of progress.

By Eduardo Salas, J. Cannon-Bowers. Annual Review of Psychology, 2001

1,838 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/525ada6de9eb2b8d117c935093d94289ff758c84

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Citations in the corpus

The effects of organizational learning culture and job satisfaction on motivation to transfer learning and turnover intention (2004, background): “Although motivation to transfer learning has been emphasized by scholars as important to the success of organizational learning, performance, and investment, the current research on motivation to transfer is limited (Salas & Cannon-Bowers, 2001).”
The role of work motivation as a mediator on the influence of education-training and leadership style on employee performance (2020, background): “There is an opinion that training is important not only because it is needed to build and maintain an effective workforce, but also because it encourages corporate well-being and improves organizational performance (Saks & Burke Smalley, 2014; Salas & Cannon-Bowers, 2001).”
An empirical examination of factors contributing to the creation of successful e-learning environments (2008, background): “Therefore, it is important for researchers to begin systematically investigating these e-learning initiatives to ‘‘uncover principles and guidelines that can aid instructional designers in building sound [environments]’’ (Salas and Cannon-Bowers, 2001, p. 483).”
Does Crew Resource Management Training Work? An Update, an Extension, and Some Critical Needs (2006, background): “Since the inception of CRM training, a great deal has been learned about how to design, develop, implement, and evaluate training programs in organizations (see Salas & Cannon-Bowers, 2000, 2001; Tannenbaum & Yukl, 1992).”
The power of coaching: a meta-analytic investigation (2015, background): “As such, goal setting is a critical part of developmental initiatives (Salas & Cannon-Bowers, 2001).”
Benefits of training and development for individuals and teams, organizations, and society. (2009, background): “The importance of and scholarly interest in training in work organizations is reflected by the regular publication of training reviews in the Annual Review of Psychology since 1971 (Campbell 1971, Goldstein 1980, Wexley 1984, Latham 1988, Tannenbaum & Yukl 1992, Salas & Cannon-Bowers 2001).”
Construct Validity of a General Training Climate Scale (2005, methodology): “cal for service organizations (Schneider & Bowen, 1995). Thus, the relevance of training climate for achieving results-level outcomes, particularly in service settings, may be broader and more complex that currently considered. Whereas the aggregation analysis showed that the GTCS can be used as a m”
Common Ground and Coordination in Joint Activity (2005, background): “Thus, communication proceeds on two tracks: the official business can be thought of as the task work ( Salas & Cannon-Bowers, 2001 ), while the conformations, corrections and completions can be thought of as the teamwork or the communication overhead.”
Exploring differential effects of supervisor support on transfer of training (2005, background): “Several researchers emphasise the importance of approaching transfer from a systemic point of view, instead of examining separate relationships without taking other factors into account (e.g. Fitzgerald & Kehrhahn, 2003; Salas & Cannon-Bowers, 2001).”
Human resources development practices and their association with employee attitudes: Between traditional and new careers (2007, background): “First, if job challenge is such an important developmental practice we need to develop more on-the-job training interventions and look into why, when and how on-the-job training works, in order for employers to optimize this strategy (Salas & Cannon-Bowers, 2001).”
Evaluating Training Programs: Development and Correlates of the Questionnaire for Professional Training Evaluation (2013, methodology): “…on training success and the unclear cause–effect relations between the four levels; Bates, 2004), Kirkpatrick’s model remains an important evaluation framework, which is applied worldwide in practice as well as in research (e.g. Alvarez et al., 2004; Nickols, 2005; Salas & Cannon-Bowers, 2001).”