Date of Award
Doctor of Philosophy
Dr. Heather M. McGee
Transfer of training is the degree to which trainees can apply the knowledge, skills, and attitudes gained in training, to the job (Brinkerhoff & Apking, 2001; Wexley & Latham, 1981). Currently only between 5% and 20% of what is learned in training is ever applied on the job (Brinkerhoff, 2006; Broad, 2000; Fitzpatrick, 2001; Mooney & Brinkerhoff, 2008; Tannenbaum & Yulk, 1992). Until recently, most transfer research has focused on what happens in the formal training environment (Brinkerhoff & Montesino, 1995; Holton, Bates, Seyler, & Carvalho, 2003; Noe, 1986; Saks & Belcourt, 2006). At this time, little is known about the effects of work environment factors such as support, feedback, and goal setting, on training transfer.
We utilized a between groups experimental design using surveys, interviews, and behavioral measures to evaluate the impact of performance based work environment factors, on training transfer. Results indicated that participants in the experimental group reported a higher level of training transfer than those in the control group. These findings suggest that a performance based approach to training can be an effective method to increase the likelihood that employees transfer training knowledge, to the job context. The implications of these findings are discussed.
Kazbour, Richard Rashid, "Evaluating the Impact of a Performance Based Methodology on Transfer of Training" (2011). Dissertations. 426.