Exploring differential effects of supervisor support on transfer of training

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Predicting Autonomous and Controlled Motivation to Transfer Training (2009, unknown): “The emphasis on motivation to transfer influencing training effectiveness raised many scholars’ interest (cf. Egan et al., 2004; Kontoghiorghes, 2004; Nijman et al., 2006; Ruona et al., 2002; Seyler et al., 1998); as a consequence, motivation to transfer became a widely studied factor that helped be”
Transfer of Training: The Role of Feedback in Supportive Social Networks (2010, unknown): “(2000) state that their support requires much more active participation, and, therefore, includes not only setting learning goals and providing feedback, but also modeling trainee behavior, discussing the training content and providing opportunities for use (Hawley & Barnard, 2005; Nijman et al., 20”
Transfer of training: does it truly happen?: An examination of support, instrumentality, retention and learner readiness on the transfer motivation and transfer of training (2013, background): “However, it influences training outcomes through motivation to transfer (Nijman et al., 2006).”
Social Support in the Workplace and Training Transfer: A longitudinal analysis (2010, unknown): “As discussed, the antecedents of individual factors that influence performance often lie with situational cues: these can originate not only from the organization, but can also come in the form of supervisor support (Burke & Baldwin, 1999; Clarke, 2002; Nijman et al., 2006).”