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Job/work environment factors influencing training transfer within a human service agency: some indicative support for Baldwin and Fords' transfer climate construct

Job/work environment factors influencing training transfer within a human service agency: some indicative support for Baldwin and Fords' transfer climate construct
Job/work environment factors influencing training transfer within a human service agency: some indicative support for Baldwin and Fords' transfer climate construct
Despite significant progress in the field of training transfer research over the past two decades very little empirical research in the area has been conducted within human service organisations. As a result, our knowledge of the extent to which those factors posited within the training literature to influence the transfer of training are necessarily those found in these particular work settings very much remains in its infancy. This article presents findings from qualitative research that was undertaken as part of a wider training evaluation strategy to investigate (1) those factors which influenced the transfer of training within a UK social services department; and (2) how these factors compared or differed from those suggested within the literature as influencing training transfer. The findings suggest a range of specific factors as they pertain to both the nature of the jobs and the workplace within such work settings as mediating training transfer. However, a number of these were closely associated with the dimensions of social support and opportunity to use as posited within Baldwin and Ford's (1988) transfer of training model, suggesting that the model is potentially generalisable to human service agencies.
1360-3736
146-162
Clarke, Nicholas
65a3df67-32ff-4e0a-8dd6-a65b5460dca1
Clarke, Nicholas
65a3df67-32ff-4e0a-8dd6-a65b5460dca1

Clarke, Nicholas (2002) Job/work environment factors influencing training transfer within a human service agency: some indicative support for Baldwin and Fords' transfer climate construct. International Journal of Training and Development, 6 (3), 146-162. (doi:10.1111/1468-2419.00156).

Record type: Article

Abstract

Despite significant progress in the field of training transfer research over the past two decades very little empirical research in the area has been conducted within human service organisations. As a result, our knowledge of the extent to which those factors posited within the training literature to influence the transfer of training are necessarily those found in these particular work settings very much remains in its infancy. This article presents findings from qualitative research that was undertaken as part of a wider training evaluation strategy to investigate (1) those factors which influenced the transfer of training within a UK social services department; and (2) how these factors compared or differed from those suggested within the literature as influencing training transfer. The findings suggest a range of specific factors as they pertain to both the nature of the jobs and the workplace within such work settings as mediating training transfer. However, a number of these were closely associated with the dimensions of social support and opportunity to use as posited within Baldwin and Ford's (1988) transfer of training model, suggesting that the model is potentially generalisable to human service agencies.

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Published date: 2002

Identifiers

Local EPrints ID: 36216
URI: http://eprints.soton.ac.uk/id/eprint/36216
ISSN: 1360-3736
PURE UUID: 15b976ec-3b11-4e01-93ce-46bdfd81356e

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Date deposited: 23 May 2006
Last modified: 23 Jul 2020 16:35

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