Development of a generalized learning transfer system inventory

By Elwood F. Holton III, Reid Bates, Wendy E. A. Ruona. 2000

920 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/a3f7d9b09eb5124d78622da52261033cc7175023

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In Applied Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

The Effects of Training Design, Individual Characteristics and Work Environment on Transfer of Training (2007, positive): “Supervisor support was defined as the ‘extent to which supervisors/managers support and reinforce use of training on the job’ (Holton et al., 2000, p. 345).”
Building a Bridge of Understanding: How Barriers to Training Participation Become Barriers to Training Transfer (2009, background): “, transfer study), few, with the exception of Holton et al. (2000)”
The role of individual and training design factors on training transfer (2010, background): “Transfer design can also be defined as the degree to which training has been designed and delivered to give trainees the ability to transfer learning to the job, and to which the training instruction matches the job requirements ( Holton et al. , 2000”
The impact of executive coaching on self‐efficacy related to management soft‐skills (2010, methodology): ““What is taught in training closely matches my job requirements”) extracted from the Learning Transfer System Inventory (Holton et al., 2000), an instrument widely used in the training literature.”
SOCIALIZATION IN ORGANIZATIONAL CONTEXTS (2008, background): “And research on transfer of training indicates that the effective transfer of material learned in formal training situations depends on the relevance and reinforcement of the material in the local context (Holton et al., 2000).”
Construct Validity of a General Training Climate Scale (2005, methodology): “In an effort to provide some of the needed clarity, Holton and his colleagues (Holton et al., 1997, 2000) extended Rouiller and Goldstein’s (1993) work and developed the Learning Transfer System Inventory (LTSI). This measure was designed to assess “all factors in the person, training, and organizat”
A revised learning transfer system inventory: factorial replication and validation (2012, methodology): “…2001) using a consistent EFA methodology (common factor analysis with oblique rotation) produced factor solutions equivalent to both the 11-factor structure of the program-specific domain and the 5-factor structure of the training-general domain identified in the Holton et al. (2000) study.”
Transfer of Training: A Review and New Insights (2008, positive): “For example, despite the evidence pertaining to the predictive power of social support on transfer behavior (e.g. Brinkerhoff and Montesino 1995; Holton et al. 2000; Olsen 1998; Seyler et al. 1998; Xiao 1996), non-significant (or even negative) relationships between a”
Diversity Training: Analysis of the Impact of Self-Efficacy (2007, background): “Although there are obviously societal attitudes and values and organizational culture components that are beyond the control of individual trainees (Holton et al., 2000), the element that is under their control is how they think about diversity, how they behave toward it back on the job (Plantenga,…”
Leadership development training transfer: a case study of post‐training determinants (2007, positive): “This is consistent with what Holton et al. (2000, p. 344) refer to as personal outcomes-positive – “the degree to which applying training on the job leads to outcomes that are positive for the individual” in their LTSI model While it is reasonable to expect that personal value will inﬂuence the…”