A Typology of Training Design and Work Environment Factors Affecting Workplace Learning and Transfer

By Darlene F. Russ-Eft. 2002

210 citations recorded by the source corpus.

Subfields: Applied Psychology, Human Factors and Ergonomics, Social Psychology

View Paper: https://www.semanticscholar.org/paper/f79acd4b0c263f827b007d9b55a77492288da08c

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In Applied Psychology

In Human Factors and Ergonomics

In Social Psychology

Citations in the corpus

Factors Influencing the Context and Process of Work-Related Learning: Synthesizing Findings from Two Research Projects (2005, background): “There is much research exploring workplace learning (Gold and Smith, 2003; Holton and Nacquin, 2002; Russ-Eft, 2002), learning styles (Sadler-Smith and Smith, 2004; Sloman, 2003) and Gerber (1998), for example, identified eleven ways in which employees learn in work.”
Accountability in Training Transfer: Adapting Schlenker’s Model of Responsibility to a Persistent but Solvable Problem (2009, background): “Russ-Eft (2002) developed a typology of training design and work environment elements (e.g., supervisory support) that can be manipulated to effect learning and transfer.”
Transfer of Training: The Role of Feedback in Supportive Social Networks (2010, unknown): “This comparison motivates the person to invest further efforts to change his or her behavior (Russ-Eft, 2002).”
Leader influences on training effectiveness: motivation and outcome expectation processes (2008, unknown): “Future work can expand on this model and examine both the interplay and relative importance of various forms of positive and negative leader actions: support (Chiaburu & Marinova, 2005), reinforcement (Rouiller & Goldstein, 1993) or punishment (Russ-Eft, 2002).”
Exploring differential effects of supervisor support on transfer of training (2005, background): “The extent to which trainees have (and perceive to have) sufficient time and resources available determines the extent to which training content will be used or constrained on the job (Noe, 1986; Russ-Eft, 2002).”
Learning at the workplace and sustainable employability: a multi-source model moderated by age (2016, unknown): “…appropriately transferred to and applied in job-related activities (Aguinis & Kraiger, 2009; Holton III, Chen, & Naquin, 2003; Kontoghiorghes, 2004) in order to actually further develop workers’ employability (Eraut, 2004; Hicks, Bagg, Doyle, & Young, 2007; Pulakos et al., 2000; Russ-Eft, 2002).”
Job satisfaction and organizational commitment: validating the Arabic satisfaction and commitment questionnaire (ASCQ), testing the correlations, and investigating the effects of demographic variables in the Lebanese banking sector (2011, background): “Researchers have found that when employees are satisfied with their work, they are committed to their organization, and this in turn allows them to be more productive and to perform at a higher level in an ever changing business era (Meister 1998 ; Russ-Eft 2002 ; Egan, Yang and Bartlett 2004 ).”
Training Transfer: An Integrative Literature Review (2007, background): “…broad categories of the individual, intervention, and environment factors.1 More recent transfer reviews (such as Bates, 2002; Cheng & Ho, 2001; Russ-Eft, 2002), while useful, have drawn conclusions from conceptual and only select empirical work (or did not use criteria to identify articles),…”