Accountability in Training Transfer: Adapting Schlenker’s Model of Responsibility to a Persistent but Solvable Problem

By Lisa A. Burke, A. Saks. 2009

105 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/54c2cd5ccb7843cc70f6f86e34b6e039ee7468a8

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. Stephen Boyle
2. Abdul Rahim Zumrah
3. A. Saks
4. Lisa A. Burke
5. Denise A Jackson
6. Holly M. Hutchins
7. Dan S. Chiaburu
8. Aljawharah Alsalamah

In Organizational Behavior and Human Resource Management

1. Lisa A. Burke
2. A. Saks
3. Stephen Boyle
4. Abdul Rahim Zumrah
5. B. Shuck
6. Osman M. Karatepe
7. Jamie A. Gruman
8. Manish Gupta

Citations in the corpus

• The effects of perceived organizational support and job satisfaction on transfer of training (2015, background): “, 1995), accountability for transfer (Burke and Saks, 2009), job constraint (Lim and Johnson, 2002), job autonomy (Pham et al.”
• An Investigation into the Relationship between Training Evaluation and the Transfer of Training (2012, background): “…through training evaluation, it is proposed that organizations should measure behavioral change back on the job (level 3) as well as results criteria (level 4), which are the most important criteria for demonstrating the impact of training (Burke & Saks, 2009; Twitchell et al., 2000).”
• Modelling graduate skill transfer from university to the workplace (2016, unknown): “Finally, reflection is a powerful tool for achieving transfer (Burke and Saks 2009) as it enables learners to recognise differences in application and adjust their responses accordingly (Bransford and Schwartz 1999).”