Transfer of Training: An Updated Review and Analysis

By J. Ford, Daniel A. Weissbein. 2008

462 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/85d58be0fa66d132d66a01a00ea30ce5b5115bd0

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In Applied Psychology

Citations in the corpus

The Science of Training and Development in Organizations (2012, background): “These include discovery learning, error training, and training in metacognitive skills (Ford & Weissbein, 1997).”
Training Transfer: An Integrative Literature Review (2007, unknown): “…dependent variable typically studied for these strategies (if at all) is learning or cognitive outcomes, including declarative or procedural knowledge gains, thus indicating that the criterion issue in transfer studies still persists (Baldwin & Ford, 1988; Ford & Weissbein, 1997; Cheng & Ho, 2001).”
Integrating leadership development and succession planning best practices (2007, background): “Without strong support from the CEO and senior executive team, managers and employees will inevitably view leadership development and succession planning as non-essential activities and prioritize their efforts accordingly (e.g. Conger and Fulmer, 2003; Kesler, 2002; Ford and Weissbein, 1997).”
A revised learning transfer system inventory: factorial replication and validation (2012, background): “Reviews of learning transfer research over the years (e.g. Baldwin and Ford 1988; Baldwin, Ford, and Blume 2009; Ford and Weissbein 1997) consistently point to the complexity of the learning transfer process: it is a dynamic one that moves from pretraining experiences to the acquisition of…”
Social Support in the Workplace and Training Transfer: A longitudinal analysis (2010, unknown): “…magnitudes of relationships with aspects of the training transfer process (Cheng & Ho, 2001) and with the need to focus more on aspects of the trainees’ work environment (Ford & Weissbein, 1997), we extend previous research by examining how two forms of social support influence training transfer.”
An Investigation into the Relationship between Training Evaluation and the Transfer of Training (2012, background): “Models of the transfer of training include variables associated with the learner, intervention design, and the work environment or transfer climate (Baldwin & Ford, 1988; Ford & Weissbein, 1997; Salas et al., 1999).”
Transfer of Training: A Meta-Analytic Review (2010, background): “Since then, the transfer literature has expanded to address a number of the issues raised in that review (Ford & Weissbein, 1997).”
Training Engagement Theory: A Multilevel Perspective on the Effectiveness of Work-Related Training (2018, background): “…that trained knowledge and skills should result in meaningful changes in job performance—for training to be deemed a success (Baldwin & Ford, 1988; Blume, Ford, Baldwin, & Huang, 2010; Ford & Weissbein, 1997; see R. Grossman & Salas, 2011, for a review of the predictors of training transfer).”
The impact of executive coaching on self‐efficacy related to management soft‐skills (2010, background): “Individual and situational variables related to self-efficacy The scientific literature on training (Ford and Weissbein, 1997; Baldwin and Ford, 1988; Salas and Cannon-Bowers, 2001; Tziner et al., 2007) shows that many individual and situational variables can have an impact on both learning and tran”
Accountability in Training Transfer: Adapting Schlenker’s Model of Responsibility to a Persistent but Solvable Problem (2009, background): “In a subsequent review of the transfer literature, Ford and Weissbein (1997) noted the use of interventions to change work environment factors such as supervisory support; however, again there was no explicit mention of accountability for transfer of training. Machin (2002) developed an integrated m”
The effects of perceived organizational support and job satisfaction on transfer of training (2015, background): “It has been noted (e.g. Lim and Morris, 2006; Axtell et al., 1997; Ford and Weissbein, 1997) that relatively few studies have used integrated approaches and examined empirically the influence of variables across both the trainees’ characteristics and work environment factors on transfer of training.”