The role of employee reactions in predicting training effectiveness

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Adaptation of Kirkpatrick’s Four-Level Model of Training Criteria to Evaluate Training Programmes for Head Teachers (2021, background): “[67,70,71] support the notion that the nature of reaction is multidimensional, as it measures trainees’ satisfaction levels with all aspects of the training event [56].”
The impact of executive coaching on self‐efficacy related to management soft‐skills (2010, result): “While some authors question whether a participant’s reaction to training has predictive power for learning and transfer (Ruona et al., 2002; Tan et al., 2003), our results suggest the contrary.”
Training transfer: the mediating role of perception of learning (2007, background): “In fact, there is some empirical evidence that might support this perspective, stemming from a multidimensional approach to reaction measures (e.g. Ruona et al., 2002; Tan et al., 2003).”
Holton's Evaluation Model: New Evidence and Construct Elaborations (2005, background): “Tan, Hall, and Boyce (2003) created a utility reaction scale that also incorporated behavioral intentions and tested the effect of the affective and utility reaction measures on learning and performance.”