Social support and motivation to transfer are important components in conceptual models on transfer of training. Previous research indicates that both support and motivation influence transfer. To date, however, it is not yet clear if social support influences transfer of training directly, or if this influence is mediated by motivation to…

This research is an empirical study of the relationship between organization culture, as perceived by employees, and the work-environment-related learning transfer factors in organizations, which we call learning transfer environment (LTE). To measure perceptions of organization culture, we use the Organizational Culture Assessment Instrument and…

Drawing on social exchange theory and associated notions of reciprocity, we argue that interpersonal support for training transfer in the workplace is associated with increased employee task performance and organizational citizenship behavior (OCB) and reduced turnover intention. We test our hypotheses using survey data from 786 Chinese retail…

The Learning Transfer System Inventory considers 16 factors likely to influence the transfer of training to the workplace. This study uses the Persian translation of the inventory and applies it to agricultural sustainability learning in Iran. The aim is to examine the internal structure and predictive ability of the inventory as translated into…

Practical application of newly gained knowledge and skills, also referred to as transfer of training, is an issue of great concern in training issues generally and in Master of Business Administration (MBA) programs particularly. This empirical study examined the influence of the trainees' work environment on their transfer of training, taking…

Management style is treated in a variety of ways across the training and development literature. Yet few studies have tested the training-based malleability of management style in a for-profit, authentic work context. The present research tested whether or not training intervention would help managers adopt a more autonomy-supportive motivating…

A study of 420 higher-level employees and 224 supervisors examined relationships between expertise variables (social support, organizational facilities, supervisor attention to career development) and career development. Supervisors focused on present contributions and job domain rather than future development. Supervisors' attention decreased…

Of 20 Turkish sales representatives, 8 received support and guidance for transfer of training. Compared with 12 controls, these 8 showed continuous work behavior change; the control group's changes slowed over time. Experimentals had greater but not significantly increased efficiency, effectiveness, and job satisfaction. Other factors, such as an…

A study of 293 professional trainees found that transfer increases as support for the following increases: autonomy, low workload, creativity, and resources. The relationship between person-environment fit and transfer of training suggests that training is more effective when new behaviors fit the work environment. (Contains 41 references.) (SK)

The following factors were identified as most influential on training effectiveness by 264 of 971 members of the American Society for Training and Development: pre- and posttraining measurement of trainee knowledge, supervisor support and encouragement for application of new skills, intrinsic rewards, organizations with a high degree of employer…

A study of 10 Korean human resource practitioners who were trained in performance improvement technology showed they achieved better transfer in the conceptual than the technical domain. Transfer increased when trainees set goals to apply learning and the job, received work assignments related to the training, and had supervisor support. (Contains…