Trainee Perceptions of Factors that Influence Learning Transfer

By Doo Hun Lim, Scott D. Johnson. 2002

359 citations recorded by the source corpus.

Subfields: Applied Psychology, Education, Social Psychology

View Paper: https://www.semanticscholar.org/paper/ca3ee862cc3d5a59c46404b878a024d47c727f66

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Citations in the corpus

The role of individual and training design factors on training transfer (2010, methodology): “In addition, Nikandrou et al. (2009) suggested that training design and the specific method used, which was trainee-centered, play an important role in training transfer, but studies have seldom examined the impact of training design and method on training transfer.”
The effects of perceived organizational support and job satisfaction on transfer of training (2015, background): “, 1995), accountability for transfer (Burke and Saks, 2009), job constraint (Lim and Johnson, 2002), job autonomy (Pham et al.”
Relevance and Rigor: Executive Education as a Lever in Shaping Practice and Research (2007, background): “Faculty must teach for transfer (Perkins & Salomon, 1988; Lim & Johnson, 2002).”
Exploring differential effects of supervisor support on transfer of training (2005, background): “The results of a qualitative study by Lim and Johnson (2002) indicate that the most important work environment factors affecting transfer of training are considered to be a discussion with the supervisor on the use of new learning, the supervisor’s involvement or familiarity with the training and…”
Leader influences on training effectiveness: motivation and outcome expectation processes (2008, positive): “The leader as a component of the social context of work Although components of the work social environment have been studied less frequently than individual characteristics, they are still important for understanding the process of transfer of training (Colquitt et al., 2000; Lim & Johnson, 2002).”
Assessing the Antecedents of Transfer Intentions in a Training Context (2004, background): “Lim and Johnson (2002) identified the factors in the work environment that influenced transfer of learning and asked trainees to rate their impact.”
Training Transfer: An Integrative Literature Review (2007, neutral): “A few transfer researchers are using mixed methodologies to capture transfer data (see Lim & Johnson, 2002).”
Learner and Instructional Factors Influencing Learning Outcomes within a Blended Learning Environment (2009, background): “From a regression analysis, the influence of learner, instructional, and motivational variables on learning outcomes found to be consolidated around one variable in learning application.”
The relationship between learner utility reactions and predicted learning transfer among trainees (2002, background): “…been made in identifying specific factors that affect transfer, especially as related to understanding work environment factors (Awoniyi et al., 2002; Cromwell and Kolb, 2002; Gumuseli and Ergin, 2002; Kontoghiorghes, 2001; Lim and Johnson, 2002; Roullier and Goldstein, 1993; Tracey et al., 1995).”
What predicts skill transfer? An exploratory study of goal orientation, training self-efficacy and organizational supports (2005, background): “Factors that can contribute to skill transfer include individual characteristics, work environment and training design (Baldwin & Ford, 1988; Lim & Johnson, 2002; Noe, 1986; Olsen, 1998).”
The Transfer of Training: What Really Matters (2011, background): “Furthermore, Lim and Johnson (2002) identified supervisors’ participation in discussions of new learning, involvement in training and provision of positive feedback as forms of support most recognized by trainees as positively influencing their transfer.”