Training Transfer and Transfer Motivation: The Influence of Individual,Environmental, Situational,Training Design,and Affective Reaction Factors

The purpose of this study is to examine the effects of individual, environmental, training design, and affective reaction factors on training transfer and transfer motivation. To determine the relationship between these factors and their influence on training transfer and to test the model, the researchers collected data from employees in the Malaysian banking sector. Structural equation modeling with Amos 16 was used to test the model and determine the relationship. The study suggested that training stakeholders should manage the training program effectively. Transfer is maximized when trainees have social support, high performance self‐efficacy, and transfer motivation. Stakeholders (e.g., trainers, trainees, supervisors, and peers) are important to the training transfer process, as are learner readiness, trainee reaction, instrumentality, and training retention. This study revealed that perceived content validity and transfer design work together and influence the trainee's performance self‐efficacy. In other words, if trainers want to improve the performance self‐efficacy level of trainees, they need to explain how the trainee can transfer the learned skills at the workplace and make sure the content of the training is similar to the actual job. The main objective of training programs is to align the employee's expertise with organizational goals. Organizations can achieve their desired objectives only when employees transfer the learned skills on the job. Unfortunately, employees often transfer only a small percentage of skills they have learned in training. To effectively manage their training programs, organizations need to identify and focus on the factors that resist effective training transfer.     

Situational and Demographic Influences on Transfer System Characteristics in Organizations

Transfer theories, which are closely related to evaluation theory, have been developed from a holistic perspective, but most of empirical transfer research has not effectively utilized holistic models to investigate transfer of learning until the late 1990s. Additionally, little has been done in examining the relationship between situational variables, demographic variables, and transfer system characteristics. This study contributes to transfer research by examining the combined effects of situational and demographic variables on a holistic model of perceived organizational transfer systems. A key finding was that demographic variables make only a marginal contribution to predicting transfer system characteristics when compared to situational variables. It seems clear that the differences in transfer system characteristics depend on diverse situational influences, primarily due to types of training programs and types of organizational cultures. This finding does not support one‐size‐fits‐all transfer interventions. Future research may focus on investigating benchmark transfer practices in certain types of organizations or industries to empirically identify the true leverage points of a diagnosing instrument of transfer—the Learning Transfer System Inventory—for interventions and change.     

The Influence of Motivation to Transfer,Action Planning,and Manager Support on the Transfer Process

This study investigated the influence of three variables (motivation to transfer, action planning as an intervention designed to promote transfer, and perception of manager support) on the transfer of skills taught in three interpersonal skills courses in a major corporation. The research was based on a reconceptualization of transfer as a process rather than an event or “product.” Transfer was assessed in terms of initiation of transfer, frequency of transfer, and overall transfer. Perception of manager support for the utilization of the skills exerted considerably more influence on the transfer process than did motivation. The influence of the action planning intervention was ambiguous. The findings suggest that designers and evaluators must take such influences—especially manager support-into account throughout the design, development, implementation and evaluation phases of training programs.     

母语负迁移及其对策

迁移是心理学术语。母语迁移对外语学习者有着正、负两方面的影响。母语负迁移是客观存在的,并在学习者的学习过程中产生多层面的影响。本文对母语负迁移给大学生英语学习所造成的干扰及其造成的典型错误进行分析,寻求解决途径,以便能高效地进行大学英语教学工作。     

Domains of teacher identity: A review of quantitative measurement instruments

This study provides an overview of components of teacher identity that are found in quantitative measurement instruments; and reports on the psychometric quality of these measurement instruments. Our search included studies that assessed components of teacher identity published in English-written, peer-reviewed articles between 2000 and 2018. We analyzed a total of 59 components in 20 studies. After we categorized the components on the basis of a substantive analysis, six main domains of teacher identity became apparent: Self-image, Motivation, Commitment, Self-efficacy, Task perception, and Job satisfaction. Whereas the overall psychometric properties of the measurement instruments used in the different studies were acceptable to good, our systematic overview revealed several conceptual and methodological issues that need to be resolved. The results may contribute to the further operationalization of the complex construct of teacher identity.     

Self-regulation,self-Control,and management training transfer

Kuhl (1996, Enzyklopädie der Psychologie, Serie Motivation und Emotion, Bd. 4, Motivation, Volition und Handlung (pp. 665–765). Göttingen: Hogrefe) differentiates between two modes of action control: self-regulation and self-control. The purpose of the present study is to investigate the relevance of self-regulation and self-control in management training transfer. Three hypotheses were derived from Kuhl's theory. The first is that self-regulators remember intentions better than self-controllers. The second is that self-regulation is associated with positive emotions, whereas self-control is associated with negative emotions. The final hypothesis is that self-regulation increases the success of training transfer, whereas self-control impedes the success of training transfer. To test these hypotheses, a longitudinal field study was conducted with 82 managers participating in two 2-day training sessions. Self-regulation and self-control were measured at the outset of the training session using the Volitional Components Inventory (VCI) (Kuhl & Fuhrmann, 1998, Lifespan perspectives an motivation and control (pp. 15–49). Hillsdale; NJ: Erlbaum). The dependent variables — intention memory, emotions, intention realization, and criteria fulfillment — were assessed three months after the course. The results corroborate Hypotheses 1 and 2; partial support was found for Hypothesis 3. Discussing these results, several suggestions for improving managers’ self-regulation are proposed.     

Task Similarity and Transfer of an Inductive Reasoning Training

Two studies were conducted with a systematized, Dutch version (Klauer, Resing, & Slenders, 1996) of the Klauer Denktraining program (Klauer, 1989b), a cognitive training program intended to foster children's inductive reasoning ability. The aim of both studies was to validate Klauer's theoretical claim of “paradigmatic” transfer, i.e., transfer based on an understanding of the deep structure of induction-type problems (Klauer, 1988). Klauer's theory of paradigmatic transfer implies that children trained with a program like the Denktraining will be relatively undistracted by differences in surface features between the inductive tasks from the training program and new inductive tasks. Participants in the first experiment were 9-year-old children from special schools (N = 31), while 7-year-olds from regular elementary education (N = 119) participated in the second experiment. Training was accomplished using Slenders and Resing's (1995) standardized training procedure. Transfer was tested for a set of inductive tasks of which the surface features varied in similarity to the Denktraining tasks: The tasks were superficially equivalent, similar, or dissimilar. Effects on the superficially equivalent and superficially similar tasks were put on a par with practice effects; effects on the superficially dissimilar tasks were taken to indicate paradigmatic transfer. To assess even better of whether the Denktraining's effects surpass practice effects, in the second experiment a practice condition was included. The results found in the first experiment seem to support Klauer's theory of paradigmatic transfer; the results obtained in the second experiment do not. In analyzing the conflicting nature of the findings, we discuss a plausible alternative explanation of the outcome of the first experiment. We conclude that the claim of paradigmatic transfer may be seriously doubted.     

The Perceived Impacts of Supervisor Reinforcement and Learning Objective Importance on Transfer of Training

Transfer of training is a major concern for trainers and managers. If training does not transfer to the job, the value of the training is questionable. This study investigated the relationships between: 1) perceived importance of training objectives and perceived transfer of training relative to those objectives, and 2) types of supervisor reinforcement which trainees perceive to be most motivating and the types of reinforcement that they perceive their supervisors actually use. The study was conducted in the context of a Managerial Leadership Program within a large oil refinery and chemical company in Korea. The study found that as either supervisors or trainees perceived a training objective to be more important, they also perceived more transfer of training relative to that objective. The study also found that the types of reinforcement trainees perceived to be most motivating were also the types that they perceived their supervisors used most often.     

Motivation and Self-regulation in Community College Transfer Students at a Four-year Online University

ABSTRACT

Motivation and self-regulation were examined in a sample of community college transfer students enrolled in a 4-year, online university. The relation between motivation and self-regulation and students’ performance was examined, as was the association between these learner characteristics (i.e., motivation and self-regulation) and sociodemographic factors (e.g., marital status, employment status). Motivation was found to be significantly correlated with both semester and cumulative grade point average (GPA), while associations between self-regulation and performance were more limited. Further, motivation was found to be a significant predictor of semester GPA in a model controlling for sociodemographic factors and prior achievement. Motivation and self-regulation were also found to differ according to students’ sociodemographic status. For instance, transfer students with children under 18 were found to have significantly higher levels of motivation than nonparents. Those employed full-time had lower levels of self-regulation than did their nonemployed peers. Implications for further research on community college transfer students and online learning are discussed.     

浅析语言负迁移对英语学习的影响

通过对外语学习中语音、词汇、句法等负迁移现象的探讨,讨论负迁移给英语学习者所造成的负面影响及如何降低负迁移对英语学习的影响,从而提高学生英语学习的效果。     

Evaluating the Impact of a Performance‐Based Methodology on Transfer of Training

Transfer of training is the degree to which trainees can apply the knowledge, skills, and attitudes gained in training to the job. Currently only between 5% and 20% of what is learned in training is ever applied on the job. 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 quasi‐experimental between‐groups 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.     

Motivation to Approach Success (Ts) and Motivation to Avoid Failure (TF) at School 1

Gjesme, T. 1983. Motivation to Approach Success (Ts) and Motivation to Avoid Failure (Tf) at School. Scandinavian Journal of Educational Research 27, 145‐164. The interaction effects of personality characteristics such as the pupils' achievement motives, level of ability, future time orientation (FTO), sex of S, and one situational determinant—the pupils' perceived intrinsic instrumentality of school activity (Pil)—were considered in relation to approach (Ts) and avoidance (Tf) motivation at school. The analyses of results, based on 524 pupils in the sixth grade in elementary school, showed that: the achievement motives were positively related to Ts and negatively related to Tf; girls had higher Tf than boys; FTO was negatively related to Tf, but not related to Ts; Pil was positively related to Ts, but not related to Tf. However, an ability‐by‐motives‐by‐sex of S effect on Ts indicated that success‐oriented high‐ability girls and moderate‐ability boys had the highest Ts at school. A number of other explainable interactions were also revealed.

     

Transfer of Training: An Updated Review and Analysis

This study updates the Baldwin and Ford (1988) review of the empirical articles published on training transfer. The updated review and analysis revolves around the four key limitations noted in the original review: (1) the criterion problem of how and when to measure training transfer, (2) the generalizability of results from training design studies, (3) the choice of which trainee characteristics to examine for their impact on transfer, and (4) the conceptualization and operationalization of work environment factors that can impact transfer. Twenty studies were found in the literature since the 1988 review on training transfer. An analysis of these studies found that progress has been made in addressing many of the limitations noted by Baldwin and Ford. This paper concludes with a discussion of future research directions for training transfer research relevant to each of the four areas of criterion measurement, training design, trainee characteristics, and work environment.     

Transfer of facilitation in the rat

In two experiments, rats solved two concurrent discrimination problems in which one stimulus (i.e., a facilitator) signaled the reinforcement of another stimulus (i.e., a target). Then a transfer test assessed the capacity of facilitators trained in one problem to promote responding to targets trained in the other. Experiment 1 found that a facilitator promoted as much responding to such a transfer target as to the target with which it was originally trained. Transfer was not obtained with a pseudofacilitator that was uninformative, in training, about the reinforcement of its target. Experiment 2 manipulated the stimulus modality of the targets and facilitators. Its results indicated that transfer performance was not due to generalization between training and transfer targets or facilitators. These results parallel those from comparable autoshaping paradigms with pigeons, and they agree with the view that facilitators promote responding by lowering the threshold for activation of the US representation.     

Transfer of Instructional Practices from Freedom Schools to the Classroom

The instructional practices of three current classroom teachers who formerly served as Servant Leader Interns (SLIs) in the Children’s Defense Fund Freedom Schools (CDFFS) Program were examined. Haskell (Transfer of learning: cognition, instruction, and reasoning. Academic Press, San Diego, 2001) outlined eleven principles of transfer of learning, which were used to survey the levels of transfer established from service in Freedom Schools to practice in the traditional classroom. Individual surveys, The Freedom School Pedagogies Teacher Observation Record along with interviews of each participant was used for data collection; all three components were used to triangulate the findings. The findings from this study verified that low transfer was observed when minimal application of the principles of learning were applied. This study revealed that for transfer to occur at high levels, it is imperative that adherence to all 11 principals is made and the understanding of transfer, the application of transfer, and reflection on transfer are implemented. If transfer of instructional practices is a goal of CDFFS for SLIs, the CDFFS program should consider implementing transfer of learning theory in future SLI training.     

Dimensions of Motivation to Transfer: A Longitudinal Analysis of Their Influence on Retention, Transfer, and Attitude Change

This longitudinal study examined the multidimensionality of motivation to transfer training. Based on self-determination theory, expectancy theory, and the theory of planned behaviour, motivation to transfer was conceptualized in three dimensions: autonomous motivation to transfer, controlled motivation to transfer, and intention to transfer. Relationships of these dimensions with attitudes toward training content, knowledge test performance, and self- and supervisory-assessed transfer were investigated to understand further the mediating role of intentions in the transfer process. Participants were 128 trainees in occupational health and safety programs. Confirmatory factor analysis indicated good fit of the proposed three-factor structure. Partial least squares (PLS) based path modelling indicated partial support of the hypothesized relationships. Knowledge gain following training was large (Cohen’s d?=?1.00), while attitude change was small (Cohen’s d?=?0.27). The findings are discussed in terms of their significance for the development of theories of training effectiveness and their implications for evaluating professional development.     

Transfer Evaluation of Knowledge and Skill Development: A Case Study of an Instructional Systems Development Training Program

Program evaluation involves a systematic process to collect and convert data into information which is used to improve programs, measure their effects, track quality, act on results, and improve decision making. Beginning in 1992, the LG Group of Korea was involved in an instructional systems development (ISD) training program for its human resource development professionals in cooperation with Indiana University. The LG ISD training program stressed that learning instructional design theories and practices would make LG more effective in global competition. The purposes of the research reported in this article were to evaluate the effectiveness of the ISD training program in terms of transfer of training and to gain information on how to improve future training programs. The findings of the study support the goals that were established for the ISD training program. The program participants are more confident and competent in using the ISD process for analyzing needs for performance improvement and designing and developing quality training products. The article suggests ways of solving barriers to transfer training and evaluation and improving future programs.     

Overview of Transfer of Training: From Learning to Performance

This article explores the background, current state, and emerging trends in transfer of training. Transfer of training can be denned as, ensuring full application of new skills and knowledge to the workplace. Typically, past training efforts have focused on ensuring learning by trainees, and not on supporting the transfer of that learning to performance on the job. Today's organizations recognize effective workforce performance as a strategic asset in the global competitive economy but face problems in attaining high performance. Experience of successful organizations shows that key stakeholders (managers, trainers, trainees, and others) must be closely involved in all phases of the design, development, and implementation of training and other performance improvement efforts, to achieve and maintain effective workforce performance. However, both managers and human performance professionals frequently overlook the need to gain stakeholder involvement to support full transfer of new skills to the job. A successful program in a government agency, and recommendations for transfer strategies for technology-based learning, illustrate the collaboration of stakeholders which is necessary to achieve high levels of transfer of skills to the workplace.     

基于技术实现知识有效迁移的方式探讨

迁移是有效学习的基本特征之一,也是教育要达到的目标之一。只有真正实现了知识的迁移,才能利用所学知识来解决各种问题。通过技术可以有效促进知识的迁移,即通过技术提供模拟训练,引导知识迁移;利用技术支撑学习活动,启迪知识迁移;利用技术创设学习环境,促进知识迁移;基于技术创建学习共同体,协同知识迁移。     

动机性迁移:困境与出路

学习迁移这一主题在理论与实践上都存在诸多争议,而动机性迁移的缺乏是困境的症结所在。摆脱目前迁移困境的一种方式就是将动机整合到迁移框架中,从直接途径和间接途径两方面揭示动机影响迁移过程及其结果的内在机制。