Transfer of Training¶
BALDWIN, T. T., & FORD, J. K. (1988). Transfer of Training: A Review and Directions for Future Research. Personnel Psychology, 41(1), 63-105.
Cited by¶
2 citations across 2 artifacts.
Each citation links to the sentence it supports in the citing article.
Primes¶
- Transfer of Learning
- The Baldwin-Ford (1988) model of training transfer in organizations identifies three classes of variables that moderate transfer from training program to job performance: (1) training-design characteristics (principle clarity, example diversity, practice variability, feedback quality), (2) trainee characteristics (ability, motivation, self-efficacy for transfer, prior knowledge), and (3) work-environment characteristics (supervisor support, peer reinforcement, opportunity to apply new skills, alignment between training content and job demands).
Supported in partVerified against the publisher's abstract
The abstract confirms training design, trainee, and work-environment factors as the three classes bearing on transfer, but does not list the specific variables the claim enumerates.
“The existing research examining the effects of training design, trainee, and work‐environment factors on conditions of transfer is reviewed and critiqued.”
- The Baldwin-Ford (1988) model of training transfer in organizations identifies three classes of variables that moderate transfer from training program to job performance: (1) training-design characteristics (principle clarity, example diversity, practice variability, feedback quality), (2) trainee characteristics (ability, motivation, self-efficacy for transfer, prior knowledge), and (3) work-environment characteristics (supervisor support, peer reinforcement, opportunity to apply new skills, alignment between training content and job demands).
Mechanisms¶
- Translated Training Program
- Its characteristic failure mode is training that does not transfer — the classroom performance that never survives contact with real work, the transfer problem that decades of training research keep rediscovering.
This sourceDefines transfer of training through generalization of trained knowledge and skills to the job and their maintenance over time, and identifies an enduring transfer problem.
- Its characteristic failure mode is training that does not transfer — the classroom performance that never survives contact with real work, the transfer problem that decades of training research keep rediscovering.
Verification¶
Does it exist? Confirmed. This work's DOI resolves to a registered record, which fixes its identity. That is all it fixes.
Does it back the claim? Read against the text for 1 of 2 citations: 1 supported in part. Each verdict is shown under its citation below, with what in the work backs the sentence.
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Registry ID ref:6ba30266731f · see in the full table