The Effects of Training Design, Individual Characteristics and Work Environment on Transfer of Training

By Raquel Velada, António Caetano, John W. Michel, Brian D. Lyons, Michael J. Kavanagh. 2007

430 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/bc63106b25b907fdb8f009a09a5dcd31a13f76fc

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In Applied Psychology

In Organizational Behavior and Human Resource Management

Citations in the corpus

An Investigation into the Relationship between Training Evaluation and the Transfer of Training (2012, background): “In fact, several studies have found that receiving feedback on one’s performance following a training program is positively related to perceptions of training transfer (Van den Bossche et al., 2010; Velada et al., 2007).”
The Transfer of Training: What Really Matters (2011, background): “One example is a study that collected data at two points in time following training, and found that performance self-efficacy significantly related to training transfer (Velada et al., 2007).”
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): “, 2002; Al Gumuseli and Ergin, 2002) and the effect of supervisor support on training motivation (Clark et al., 1993; Facteau et al., 1995; Gregoire et al., 1998; Chiaburu and Marinova, 2005; Chiaburu and Tekleab, 2005; Velada et al., 2007).”
Transfer of Training: The Role of Feedback in Supportive Social Networks (2010, positive): “This is in line with research on social support that shows that the presence and support of a supervisor did not have a significant influence (Cheng &Hampson, 2008; van der Klink et al., 2001; Velada et al., 2007).”
The effects of perceived organizational support and job satisfaction on transfer of training (2015, background): “, 2007), self-efficacy (Velada et al., 2007), job involvement (Elangovan and Karakowsky, 1999), organizational commitment (Kontoghiorghes, 2004) and employees’ personality (Yamkovenko and Holton, 2010).”
Leader influences on training effectiveness: motivation and outcome expectation processes (2008, positive): “We also advance previous work focused on how supervisors provide reinforcement (Gumuseli & Ergin, 2002), incentives and cues (Rouiller & Goldstein, 1993), recognition and credit (Tracey & Tews, 2005), or support (e.g. Chiaburu & Marinova, 2005; Velada et al., 2007), and focus on the more comprehensi”
The role of individual and training design factors on training transfer (2010, background): “When trainees have previous knowledge and practice of how to apply the newly learned knowledge and skills to the job, and when training instructions are congruent with job requirements, an increased likelihood of transfer should exist (Velada et al., 2007).”