This research investigates the linkage between training evaluation, learning design and training transfer. A new training evaluation model, (i.e., learning-transfer evaluation model [LTEM]), was used to examine its ability to provide evaluative evidence through robust assessments in pre-, post- and delayed assessments. The model was used to…

Organisations invest heavily in leadership training with the hope that managers will become better leaders. However, the success of these investments depends on the extent to which managers apply the knowledge, skills, and abilities (KSA) they have acquired during their training to their job. Without this transfer, leadership training is…

Although continuous vocational education and training (CVET) trainers are relevant stakeholders who can initiate and support transfer, they have received little attention in the context of transfer research, especially with respect to their transfer knowledge. In this study, we investigated the extent to which the transfer knowledge of CVET…

Schlenker's model of responsibility was used in this study to investigate to what extent leadership trainers consider themselves accountable for the transfer of training. We conducted 15 semi-structured interviews and evaluated the answers using qualitative content analysis. With respect to the responsibility links of Schlenker's model, the…

Successful training transfer is necessary for employees to adapt to this fast-changing working world. In this study, we investigate whether transformational trainer behaviour can inspire training participants to change their self-concept during training and whether this is related to increased training transfer. Following the self-concept based…

Although organizations increasingly rely on and invest heavily in expatriate assignments, a large proportion of these assignments fail. Given a notable gap in the expatriate literature, we advance a conceptual model focused on improving transfer of expatriate training to the host country work role as a means of addressing these challenges. We…

We investigated the relationships between Participation in Training, Informal Learning Behaviours (ILBs), and their dispositional (Readiness to Learn) and situational (Workplace Interaction and Autonomy) antecedents. Aiming to produce findings with greater reproducibility and generality, we used secondary data from 34 countries participating in…

This study analyses industry-specific training programmes catering to the garment industry in Bangladesh, Cambodia and Sri Lanka. Employing a historical-institutionalist perspective and using mainly qualitative data, it focuses on programmes that are considered particularly relevant by the industry and discuss their characteristics as well as…

Many workforce development training programmes use learning gains as a measure of programme effectiveness. However, research on K-12 education suggests that posttest scores may be influenced by pretesting effects. Pretesting may improve posttest performance by giving learners preknowledge of posttest content. Alternatively, pretesting may enhance…

Germany and China have been engaged in a wide range of vocational education and training (VET) cooperation activities since the 1980s. To clarify what organizations have been involved and what project types exist within VET cooperation, a semistructured survey had been conducted for collecting data. By this approach, 99 VET project profiles with…

This study evaluates the mediating role of human capital in the relationship between training and competitive strategy implementation. It provides a novel contribution to strategic human resource management literature by exploring mechanisms linking training with competitive strategies. The Resource-Based View of the firm and Miles and Snow's…

This study contributes to the comparative analysis of outcomes between gamified and traditional training systems in the banking sector. On-the-job training is a vital aspect of the process of enhancing work performance within organizations. Thus, by employing a case-based asymmetric configural approach rooted in nonlinear and contrarian case…

Transfer motivation is an important factor influencing transfer of training. However, earlier research often did not investigate transfer motivation as a multidimensional construct. The unified model of task-specific motivation (UMTM) takes into account that (transfer) motivation is multidimensional by including both affective and cognitive…

This study aims to examine the key training factors that significantly impact the learning outcomes of trainees. A comprehensive framework is proposed to investigate the interrelationships among various training components, trainer performance, training usefulness, and their effects on metacognition and learning. Empirical testing of the model is…

This article presents an empirical study on a new training program for the professional development of school inspectors and principals. The international literature reviews show that training based on the learning of managerial skills has limits. Another approach to training based on professional difficulties experienced and on authentic practice…