A longitudinal quasi‐experiment on the effects of posttraining transfer interventions

By A. Gaudine, A. Saks. 2004

140 citations recorded by the source corpus.

Subfields: Applied Psychology, Emergency Medical Services, Research and Theory

View Paper: https://www.semanticscholar.org/paper/c9fc9d3cfe81bd9e81ac9cc96928f16eb8d0d72c

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In Applied Psychology

In Emergency Medical Services

In Research and Theory

Citations in the corpus

Benefits of training and development for individuals and teams, organizations, and society. (2009, background): “ANRV364-PS60-17 ARI 27 October 2008 16:19 Gaudine & Saks (2004) found no differences between a relapse prevention and transfer enhancement intervention for nurses attending a two-day training program.”
Social Support in the Workplace and Training Transfer: A longitudinal analysis (2010, unknown): “We focus specifically on trainee perceived self-efficacy (Gaudine & Saks, 2004; Stevens & Gist, 1997), learning (or mastery) goal orientation (Fisher & Ford, 1998; Silver, Dwyer & Alford, 2006), and motivation to transfer (Axtell et al., 1997).”
Training Transfer: An Integrative Literature Review (2007, background): “…lenses stemming from sociotechnical (Kontoghiorghes, 2004), sociopolitical (Kim, 2004), cognitive (van Merrienboer et al., 2006), behavioral (Gaudine & Saks, 2004), and cultural (Egan et al., 2004) factors further elucidates how transfer is a multidimensional process, a realization now…”
The impact of short-term professional development on participant outcomes: a review of the literature (2014, background): “In a quasi-experimental study of transfer interventions by Gaudine and Saks (2004), Canadian nurses attended a two-day workshop on a specific nursing model.”
Transfer of Training: A Review and New Insights (2008, unknown): “Other than repetitive examinations of previous variables and models (e.g. Cheng 2000; Holladay and Quinones 2003; Smith-Jentsch et al. 2001), there was little new research which discovered new variables in this period (e.g. Gaudine and Saks 2004; Naquin and Holton 2002).”
The impact of executive coaching on self‐efficacy related to management soft‐skills (2010, background): “Many studies attribute other roles to self-efficacy, including a mediator role between training and various post-training variables such as performance (Morin and Latham, 2000; Gaudine and Saks, 2004; Mathieu et al., 1993), satisfaction with training (Mathieu et al.”