Transfer of Training: The Known and the Unknown

被引:174
作者
Ford, J. Kevin [1 ]
Baldwin, Timothy T. [2 ]
Prasad, Joshua [1 ]
机构
[1] Michigan State Univ, Dept Psychol, E Lansing, MI 48824 USA
[2] Indiana Univ, Kelley Sch Business, Dept Management & Entrepreneurship, Bloomington, IN 47405 USA
来源
ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR, VOL 5 | 2018年 / 5卷
关键词
training transfer; generalization; retention; paradigm shift; interventions; SOCIAL SUPPORT; IMPLEMENTATION INTENTIONS; ORGANIZATIONAL SUPPORT; GOAL ORIENTATION; TEAM; METAANALYSIS; PERFORMANCE; RESOURCE; SKILLS; PRODUCTIVITY;
D O I
10.1146/annurev-orgpsych-032117-104443
中图分类号
B849 [应用心理学];
学科分类号
040203 ;
摘要
Transfer of training is one of the oldest topics of interest to industrial and organizational (I/O) psychologists. Drawing on several meta-analytic studies and recent empirical work, we first synthesize what is now reliably known with respect to the generalization and retention of learned knowledge and skills to work contexts. The second part of our review focuses on what is unknown-the significant gaps in our knowledge where we believe new directions in our research strategies are warranted. We offer three prescriptions: (a) going one step beyond most existing studies to offer greater precision in our specification and measurement of variables and interventions, (b) connecting the dots by focusing on transfer criteria and transfer trajectories, and (c) shifting the operative paradigm of research to examine contemporary learning from a problem-centered perspective. There is ample opportunity to increase the yield on enormous organizational investments in training if transfer scholars and practitioners are fully informed of what is known and prepared to systematically confront the unknown in new and innovative ways.
引用
收藏
页码:201 / 225
页数:25
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