The relationship between organizational transfer climate and positive transfer of training

1993 ◽  
Vol 4 (4) ◽  
pp. 377-390 ◽  
Author(s):  
Janice Z. Rouiller ◽  
Irwin L. Goldstein
1951 ◽  
Vol 3 (3) ◽  
pp. 99-110 ◽  
Author(s):  
C. B. Gibbs

Matched groups of subjects were used to test the learning and transfer effects that follow changes in the display, the muscular reactions and the directional relationship between stimulus and response in a tracking task. Two arrangements were compared in the relationship studies: one arrangement of the stimuli and reactions was similar, and the other was opposed to that used in many every-day skills. The familiar arrangement was easier to learn. There was high positive transfer from the unfamiliar to the familiar, and little transfer from the familiar to the unfamiliar. The physical dimensions of the display were varied to give two tasks with different stimuli. The initial learning times were equal for both tasks, and the transfer between them was high, positive, and equal. Two further tasks varied in the extent, speed and force of the required muscular movements. One task proved more difficult to learn initially, and there was greater transfer from the difficult to the easy task than from the easy to the difficult. A further experiment tested the effects of changing the difficulty of a tracking course, and it was found that learning was more rapid on the more difficult course. A difference in difficulty between two tasks, therefore, determined both the amount of transfer between them and the rate of learning the tasks. New measures were developed to test the transfer between tasks of unequal content, and the effect of such inequalities upon the rate of learning. The findings are discussed, as are their possible implications for transfer measurement and their bearing upon existing theories of transfer.


Author(s):  
Yip Foon Yee

Objective - The aim of this study is to examine the joint relationship between the Big Five personality and transfer climate on transfer of training. Drawing on trait activation theory, this study examines how the relationship between Big Five personality and transfer of training is moderated by supervisor support and opportunity to perform. Methodology/Technique - The sample of this study consists of 183 police officers who have attended driver training in one of the police training centres in Malaysia. Three sets of questionnaires comprising of the Big Five inventory, driving knowledge test, driving competency, and transfer climate were distributed to the respondents pre-training, post-training, and after two months of training. The data was analysed using statistic package for social science (SPSS) Version 19.0 and SmartPLS 3.0. Findings - A high level of agreeableness, conscientiousness and openness to experience were found to encourage increased transfer of training. Opportunity to perform moderated the relationship between agreeableness, conscientiousness, and openness to experience and transfer of training which is congruent with the trait activation theory. Novelty - The findings of this research emphasise the importance of the joint relationship between personality and situational factors on transfer of training. These findings allow the researcher to understand how opportunity to perform enables trainees to express their personality and enhance their performance. Type of Paper: Empirical. Keywords: Big Five Personality; Transfer of Training; Supervisor Support; Opportunity to Perform; Trait Activation Theory. JEL Classification: M12, M19.


2018 ◽  
Vol 13 (4) ◽  
pp. 564-581 ◽  
Author(s):  
Ming-Chuan Yu ◽  
Xiao-Tao Zheng ◽  
Greg G. Wang ◽  
Yi Dai ◽  
Bingwen Yan

Purpose The purpose of this paper is to test and explain the context where motivation to learn (MTL) reduces innovative behavior in the organizational context. Design/methodology/approach The authors used questionnaire survey to collect data in a field study. In order to test the moderating effect of transfer climate, MTL on the relationship between MTL and innovative behavior, a sample of 606 employees was analyzed to examine the theoretical expectation by using multiple regression and bootstrapping. Findings The authors found employees motivated to learn showed less innovative behavior when perceived transfer climate is less favorable. The authors further revealed that motivation to transfer mediates the moderating effect of transfer climate for the relationship between MTL and innovative behavior. Research limitations/implications One suggestion for further research is to investigate the relationship among the four constructs by using multi-source, multi-wave and multi-level method. Practical implications This study provides several useful guidance of how organization and manager avoid the negative effects of MTL through encouraging employees to learn new knowledge and skills, and providing employee opportunities to use their acquired knowledge and skills. Originality/value The authors contribute to the motivational literature by taking a step further to understand the effect of MTL. The authors propose and confirm that employee MTL can lead to negative outcomes when individuals perceived transfer climate is low. The results offer new insight beyond previous findings on positive or non-significant relationship between MTL and innovative behavior. The results further show that this interactive effect is induced by motivation to transfer. Particularly, low transfer climate reduces individuals’ motivation to transfer, and individuals with high MTL have low innovative behavior when they are less motivated to transfer.


1968 ◽  
Vol 26 (1) ◽  
pp. 165-166
Author(s):  
Mymon Goldstein

Transfer of training effects for two contingent discrimination techniques were studied. The main finding was a substantial amount of positive transfer when a contingent position technique was subjected to reversal of reinforcement.


1965 ◽  
Vol 17 (2) ◽  
pp. 178-180
Author(s):  
Stephen Holborn ◽  
Erling E. Boe

The effect of overlearning on transfer of training on the A-B:A-Br* paradigm was studied in paired-associate learning with meaningful material (adjective pairs). One group of subjects was trained to criterion on list A-B, and two additional groups were given 100 per cent and 200 per cent overlearning on list A-B. Rate of learning list A-Br was found to be directly related to amount of overlearning. Negative transfer on list A-Br was found for errors with the criterion group, while positive transfer was found for the 100 per cent and 200 per cent overlearning groups. The results were consistent with previous paired-associate experiments, and with results of some maze, reversal learning experiments with infrahuman subjects.


2015 ◽  
Vol 6 (1) ◽  
Author(s):  
Azman Ismail ◽  
Ng Kueh Hua ◽  
Yusof Ismail ◽  
Ainon Jauhariah Abu Samah ◽  
Rixal Abu Bakar ◽  
...  

<p>An administrator plays a vital role in the growth and development of his/her subordinates. Despite this notion, the role of an administrator in the context of training programs and transfer of training is not well studied. Therefore, this study is set to examine the relationship between administrator’s role in training programs and training transfer. A survey method was utilized to gather 706 survey questionnaires from employees of local authorities of three cities in the state of Sarawak, Malaysia. The results of SmartPLS path model analysis confirmed that the ability of administrators to properly implement support, communication and assignment in planning and implementing training programs has been an important predictor of training transfer in the studied organization. Further, this study provides discussion, implications and conclusion.</p>


Author(s):  
Gary B. Reid

The present research was conducted to measure transfer of training from a formation simulator to aircraft formation flying. Evidence in support of positive transfer was obtained by comparing students trained in the formation simulator with students who were essentially untrained and with students trained in the aircraft. This design provided data for a direct comparison of five simulator sorties with two aircraft sorties, in an effort to establish quickly a training cost/transfer comparison. The results indicate that simulator training has at least the effectiveness of two aircraft sorties.


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