56:
attributed to training-- has become the goal of many organizations. Characteristics of trainees, the work environment, and training strategies contribute to this goal of positive transfer. Ultimately, transfer of training provides organizations with a method to evaluate training's effectiveness and
122:
Within the current literature, there is a lack of consensus over what factors contribute to the positive transfer of training. However, across psychological research, the following factors have consistently impacted positive transfer.
910:
Werner, J. M., O’Leary-Kelly, A. M., Baldwin, T. T., & Wexley, K. N. (1994). Augmenting behavior-modeling training: Testing the effects of pre-and post-training interventions. Human
Resource Development Quarterly, 5,
660:
109:
and retention. Ultimately, transfer of training occurs in the final stage when learning and retention are generalized and maintained in the work environment. Using the training inputs defined in this model,
885:
Gist, M. E., Stevens, C. K., Bavetta, A. G. (1991). Effects of Self-efficacy and post-training intervention on the acquisition and maintenance of complex interpersonal skills. Personnel
Psychology, 44,
93:
Baldwin and Ford (1988) is the most commonly cited model of transfer, which defines the transfer of training as the generalization and maintenance of material learned in training to the work environment.
882:
Gist, M. E., Bavetta, A. G., & Stevens, C. K. (1990). Transfer training method: Its influence on skill generalization, skill repetition, and performance level. Personnel
Psychology, 43, 501-523.
904:
Tziner, A., Haccoun, R. R., & Kadish, A. (1991). Personal and situational characteristics of transfer of training improvement strategies. Journal of
Occupational Psychology, 64, 167-177.
901:
Tracey, J. B., Tannenbaum, S. I., & Kavanaugh, M. J. (1995). Applying trained skills on the job: The importance of the work environment. Journal of
Applied Psychology, 80, 239-252.
876:
Broad, M. L., & Newstrom J. W. (1992). Transfer of training: Action-packed strategies to ensure high payoff from training investments. New York: Addison-Wesley
Publishing Company.
895:
Paas, F. G. W. C. (1992). Training strategies for attaining transfer of problem-solving skill in statistics: A cognitive load approach. Journal of
Educational Psychology, 84, 429-434.
892:
Holton, E. F. III, Bates, R., Seyler, D., & Carvalho, M. (1997) Toward construct validation of a transfer climate instrument. Human
Resource Development Quarterly, 8, 95-113.
97:
Within this model, the authors conceptualize transfer of training as a three-stage process. In the first stage, the inputs to training, including the training strategies, the
914:
Wexley, K. N. & Baldwin, T. T. (1986). Posttraining strategies for facilitating positive transfer: An empirical exploration. Academy of
Management Journal, 29, 503-520.
274:. Common training evaluation methods, such as Kirkpatrick's Taxonomy and the Augmented Framework of Alliger et al., utilize transfer as an essential criterion to evaluate
805:
Alliger, George M.; Tannenbaum, Scott I.; Bennett, Winston; Traver, Holly; Shotland, Allison (1997). "A Meta-Analysis of the
Relations Among Training Criteria".
889:
Holton, E. F., Bates, R. A, Ruona, W.E.A. (2000). Development of a Generalized Learning Transfer System Inventory. Human Resource Development Quarterly.
31:
695:
Rouiller, Janice Z.; Goldstein, Irwin L. (1993). "The relationship between organizational transfer climate and positive transfer of training".
232:, feedback, and reinforcement . Behavioral modeling is associated with increased positive transfer, especially when both incorrect and correct
879:
Ford, J. K. & Weissbein, D. A. (1997). Transfer of training: An update review and analysis. Performance Improvement Quarterly, 10, 22-41.
790:
324:
191:
Opportunity to Perform: Work environments that provide opportunities to use learned material promote higher positive transfer of training.
185:
mechanisms that remind employees of learned material. Positive transfer climates tend to facilitate higher levels of positive transfer.
239:
Error-based examples: Training that focuses on how to deal with problems and learn from errors facilitates higher positive transfer.
37:
For example, after completing a safety course, transfer of training occurs when the employee uses learned safety behaviors in their
859:
470:
Blaiwes, Arthur S.; Puig, Joseph A.; Regan, James J. (1973). "Transfer of Training and the Measurement of Training Effectiveness".
214:: Hands-on practice of material contributes to positive transfer, especially when it incorporates a variety of different contexts.
927:
907:
Warr, P. & Bunce, D. (1995). Trainee characteristics and the outcomes of open learning. Personnel Psychology, 48, 347-375.
564:
Blume, Brian D.; Ford, J. Kevin; Baldwin, Timothy T.; Huang, Jason L. (2010). "Transfer of Training: A Meta-Analytic Review".
30:
is applying knowledge and skills acquired during training to a targeted job or role. This is a term commonly used within
105:
characteristics are defined. Next, through the training process, these inputs generate training outputs in the form of
843:
72:: Training increases performance in the targeted job or role. Positive transfer is the goal of most training programs.
658:
Ford, J. Kevin; Baldwin, Timothy T.; Prasad, Joshua (2018-01-21). "Transfer of Training: The Known and the Unknown".
430:
Grossman, Rebecca; Salas, Eduardo (2011). "The transfer of training: what really matters: The transfer of training".
155:: Individuals with a higher motivation to learn tend to experience higher levels of positive transfer of training.
522:
Baldwin, Timothy T.; Ford, J. Kevin (1988). "Transfer of Training: A Review of Directions for Future Research".
205:
864:
248:
Multiple Strategies: The use of variety of teaching and learning strategies facilitates positive transfer.
225:
181:
Transfer climate: By definition, a positive transfer climate is a work environment that contains cues and
111:
171:
of Utility: Beliefs in the value and usefulness of training increase the likelihood of positive transfer.
854:
849:
245:: Collaboration between trainees, trainers, and supervisors during training increases positive transfer.
194:
Check-Ins: Regular reviews of training material solidify knowledge and contribute to positive transfer.
278:. Due to its behavioral outcomes, transfer of training allows organizations to quantify the impact of
257:: Intermittent assessments of participant's knowledge of learned material increases positive transfer.
45:
217:
898:
Royer, James M. (1979) Theories of the transfer of learning. Educational Psychologist, 14, 53-69.
730:
Burke, Lisa A.; Hutchins, Holly M. (2007). "Training Transfer: An Integrative Literature Review".
208:
between the training environment and work environment increases the positive transfer of training.
755:
589:
495:
447:
270:
programs. Therefore, transfer of training plays a vital role in evaluating a training program's
932:
822:
786:
747:
712:
677:
581:
539:
487:
320:
254:
162:
132:
814:
778:
739:
704:
669:
621:
573:
531:
479:
439:
351:
312:
98:
673:
283:
229:
211:
53:
49:
188:
Support: Support from supervisors and peers leads to higher levels of positive transfer.
818:
612:
Yamnill, Siriporn; McLean, Gary N. (2001). "Theories supporting transfer of training".
535:
221:
136:
921:
773:
Tracey Pratchett; Gil Young (2016), "Kirkpatrick's four levels of evaluation model",
759:
593:
499:
443:
271:
242:
142:
451:
52:
outcomes of a training program. The positive transfer of training-- the increase in
17:
84:: Training neither increases nor decreases performance in the targeted job or role.
114:
has identified many factors that contribute to the positive transfer of training.
145:: Higher self-efficacy contributes to positive transfer through its influence on
158:
782:
483:
316:
251:
Goals: Setting goals and expectations for training increases positive transfer.
44:
Theoretically, transfer of training is a specific application of the theory of
168:
152:
146:
826:
751:
743:
716:
681:
585:
577:
543:
491:
708:
204:
Similarity: Also referred to as identical elements theory, a high degree of
38:
135:
Higher cognitive ability typically leads to higher levels of retention and
279:
275:
267:
233:
182:
106:
353:
Training in organizations: needs assessment, development, and evaluation
102:
661:
Annual Review of Organizational Psychology and Organizational Behavior
472:
Human Factors: The Journal of the Human Factors and Ergonomics Society
625:
388:
Industrial/Organizational Psychology: Understanding the workplace
356:. Internet Archive. Monterey, Calif. : Brooks/Cole Pub. Co.
78:: Training decreases performance in the targeted job or role.
309:
Encyclopedia of Industrial and Organizational Psychology
266:
Positive transfer is the goal of many organizational
228:, which involves explanations, demonstrations, and
432:International Journal of Training and Development
307:Ford, J. Kevin (2007), "Transfer of Training",
65:There are three types of transfer of training:
48:that describes the positive, zero, or negative
165:increase the likelihood of positive transfer.
8:
57:identify areas for training's improvement.
775:Practical Tips for Developing Your Staff
32:industrial and organizational psychology
390:. New York, New York: Worth Publishers.
294:
674:10.1146/annurev-orgpsych-032117-104443
517:
515:
513:
511:
509:
236:examples are provided during training.
559:
557:
555:
553:
425:
423:
421:
419:
417:
345:
343:
341:
339:
337:
335:
302:
300:
298:
7:
697:Human Resource Development Quarterly
653:
651:
649:
647:
645:
643:
641:
639:
637:
635:
614:Human Resource Development Quarterly
607:
605:
603:
465:
463:
461:
415:
413:
411:
409:
407:
405:
403:
401:
399:
397:
381:
379:
377:
375:
373:
371:
369:
367:
365:
363:
220:: A training technique inspired by
819:10.1111/j.1744-6570.1997.tb00911.x
536:10.1111/j.1744-6570.1988.tb00632.x
25:
732:Human Resource Development Review
444:10.1111/j.1468-2419.2011.00373.x
118:Influences on positive transfer
1:
350:Goldstein, Irwin L. (1986).
311:, SAGE Publications, Inc.,
282:and measure differences in
949:
783:10.29085/9781783301812.012
484:10.1177/001872087301500604
317:10.4135/9781412952651.n320
855:identical elements theory
777:, Facet, pp. 23–26,
744:10.1177/1534484307303035
578:10.1177/0149206309352880
844:Baldwin and Ford (1988)
709:10.1002/hrdq.3920040408
127:Trainee characteristics
928:Educational psychology
865:Kirkpatrick's Taxonomy
112:psychological research
566:Journal of Management
161:: Higher measures of
807:Personnel Psychology
524:Personnel Psychology
139:of learned material.
46:transfer of learning
28:Transfer of training
18:Transfer of Training
860:Behavioral Modeling
386:Levy, P.E. (2016).
218:Behavioral Modeling
199:Training strategies
133:Cognitive Ability:
792:978-1-78330-181-2
326:978-1-4129-2470-2
163:conscientiousness
89:Model of transfer
76:Negative Transfer
70:Positive Transfer
16:(Redirected from
940:
831:
830:
802:
796:
795:
770:
764:
763:
727:
721:
720:
692:
686:
685:
655:
630:
629:
609:
598:
597:
572:(4): 1065–1105.
561:
548:
547:
519:
504:
503:
467:
456:
455:
427:
392:
391:
383:
358:
357:
347:
330:
329:
304:
176:Work environment
149:and persistence.
99:work environment
39:work environment
21:
948:
947:
943:
942:
941:
939:
938:
937:
918:
917:
873:
871:Further reading
839:
834:
804:
803:
799:
793:
772:
771:
767:
729:
728:
724:
694:
693:
689:
657:
656:
633:
611:
610:
601:
563:
562:
551:
521:
520:
507:
469:
468:
459:
429:
428:
395:
385:
384:
361:
349:
348:
333:
327:
306:
305:
296:
292:
264:
230:active learning
226:social learning
212:Active Learning
201:
178:
129:
120:
91:
63:
54:job performance
23:
22:
15:
12:
11:
5:
946:
944:
936:
935:
930:
920:
919:
916:
915:
912:
908:
905:
902:
899:
896:
893:
890:
887:
883:
880:
877:
872:
869:
868:
867:
862:
857:
852:
847:
838:
837:External links
835:
833:
832:
813:(2): 341–358.
797:
791:
765:
738:(3): 263–296.
722:
703:(4): 377–390.
687:
668:(1): 201–225.
631:
626:10.1002/hrdq.7
599:
549:
505:
478:(6): 523–533.
457:
438:(2): 103–120.
393:
359:
331:
325:
293:
291:
288:
263:
260:
259:
258:
252:
249:
246:
240:
237:
222:Albert Bandura
215:
209:
200:
197:
196:
195:
192:
189:
186:
177:
174:
173:
172:
166:
156:
150:
140:
137:generalization
128:
125:
119:
116:
90:
87:
86:
85:
79:
73:
62:
59:
24:
14:
13:
10:
9:
6:
4:
3:
2:
945:
934:
931:
929:
926:
925:
923:
913:
909:
906:
903:
900:
897:
894:
891:
888:
884:
881:
878:
875:
874:
870:
866:
863:
861:
858:
856:
853:
851:
848:
846:
845:
841:
840:
836:
828:
824:
820:
816:
812:
808:
801:
798:
794:
788:
784:
780:
776:
769:
766:
761:
757:
753:
749:
745:
741:
737:
733:
726:
723:
718:
714:
710:
706:
702:
698:
691:
688:
683:
679:
675:
671:
667:
663:
662:
654:
652:
650:
648:
646:
644:
642:
640:
638:
636:
632:
627:
623:
619:
615:
608:
606:
604:
600:
595:
591:
587:
583:
579:
575:
571:
567:
560:
558:
556:
554:
550:
545:
541:
537:
533:
530:(1): 63–105.
529:
525:
518:
516:
514:
512:
510:
506:
501:
497:
493:
489:
485:
481:
477:
473:
466:
464:
462:
458:
453:
449:
445:
441:
437:
433:
426:
424:
422:
420:
418:
416:
414:
412:
410:
408:
406:
404:
402:
400:
398:
394:
389:
382:
380:
378:
376:
374:
372:
370:
368:
366:
364:
360:
355:
354:
346:
344:
342:
340:
338:
336:
332:
328:
322:
318:
314:
310:
303:
301:
299:
295:
289:
287:
285:
281:
277:
273:
272:effectiveness
269:
261:
256:
253:
250:
247:
244:
243:Collaboration
241:
238:
235:
231:
227:
224:'s theory of
223:
219:
216:
213:
210:
207:
203:
202:
198:
193:
190:
187:
184:
180:
179:
175:
170:
167:
164:
160:
157:
154:
151:
148:
144:
143:Self-efficacy
141:
138:
134:
131:
130:
126:
124:
117:
115:
113:
108:
104:
100:
95:
88:
83:
82:Zero Transfer
80:
77:
74:
71:
68:
67:
66:
60:
58:
55:
51:
47:
42:
40:
35:
33:
29:
19:
842:
810:
806:
800:
774:
768:
735:
731:
725:
700:
696:
690:
665:
659:
617:
613:
569:
565:
527:
523:
475:
471:
435:
431:
387:
352:
308:
265:
121:
96:
92:
81:
75:
69:
64:
43:
36:
27:
26:
284:performance
255:Assessments
169:Perceptions
159:Personality
50:performance
922:Categories
850:Similarity
620:(2): 195.
290:References
262:Assessment
234:behavioral
206:similarity
153:Motivation
147:confidence
827:1744-6570
760:145235042
752:1534-4843
717:1044-8004
682:2327-0608
594:146637689
586:0149-2063
544:0031-5826
500:108500214
492:0018-7208
933:Pedagogy
911:169-183.
886:837-861.
452:17108133
280:training
276:training
268:training
183:feedback
107:learning
103:trainee
825:
789:
758:
750:
715:
680:
592:
584:
542:
498:
490:
450:
323:
101:, and
756:S2CID
590:S2CID
496:S2CID
448:S2CID
61:Types
823:ISSN
787:ISBN
748:ISSN
713:ISSN
678:ISSN
582:ISSN
540:ISSN
488:ISSN
321:ISBN
815:doi
779:doi
740:doi
705:doi
670:doi
622:doi
574:doi
532:doi
480:doi
440:doi
313:doi
41:.
34:.
924::
821:.
811:50
809:.
785:,
754:.
746:.
734:.
711:.
699:.
676:.
664:.
634:^
618:12
616:.
602:^
588:.
580:.
570:36
568:.
552:^
538:.
528:41
526:.
508:^
494:.
486:.
476:15
474:.
460:^
446:.
436:15
434:.
396:^
362:^
334:^
319:,
297:^
286:.
829:.
817::
781::
762:.
742::
736:6
719:.
707::
701:4
684:.
672::
666:5
628:.
624::
596:.
576::
546:.
534::
502:.
482::
454:.
442::
315::
20:)
Text is available under the Creative Commons Attribution-ShareAlike License. Additional terms may apply.