Learning Transfer

Learning Transfer

1. Factors affecting pre-study academic writing level

   • cultural background
   • mother tongue influences
   • personal aspirations
   • workplace requirements
   • previous English learning and writing experiences

2. Transfer Theories

   • Equity theory
   • expectancy theory
   • goal-setting theory
   • motivation theory
     • motivation to learn
     • motivation to transfer

3. Baldwin and Ford's transfer construct (1988)

   • Trainee's characteristics
     • ability and aptitudes
     • personality
     • motivation
   • Work environment variables
     • supportive organizational climate
     • discussion with supervisor
     • opportunity to use knowledge and skills
     • post-training goal setting and feedback
   • Lim & Morris (2006)
     • Training Transfer Variables
       • trainee characteristics
         • Job satisfaction on learning transfer
         • reward systems on transfer motivation
         • personality variables
           • self-efficacy on learning transfer
           • interpersonal relationships on learning transfer
           • self-esteem on learning transfer
         • job function
         • job positions
         • years of job-related experience
         • employee's immediate training needs
       • training design factors
         • content design (p.89)
           • transferable content (Baldwin and Ford 1988; Kontoghiorghes 2002; Lim 2000)
           • greater content specificity (Clark and Voogel 1985, Lim and Morris 2006)
           • general principles included (Goldstein 1986)
           • repetition and overlearning (Bretz and Thompsett 1992; Noe 1986)
           • post-tutoring programs (Holton, Bates an Ruona 2000)
           • utilization of multiple modalities (Garavaglia 1993)
         • instructional factors (p.89)
           • overall learning satisfaction
           • job helpfulness of learning content
           • quality of learning content
           • instructor effectiveness
           • appropriate instructional level
       • organisational climate
         • work system factors
           • an open communication climate (Rainey, 1983; Rouiller & Goldstein, 1993)
           • a change resistance climate (Rainey, 1983; Rouiller & Goldstein, 1993)
           • organisational commitment for training and training transfer (Darden, Hampton, & Howell, 1989)
           • the opportunity or need to apply knowledge and skills (Ford et al. 1992)
           • the pace of work flow (Ford et al. 1992)
           • the match between training and department goals (Richey, 1990)
           • the availability of tools to apply training (Richey, 1990)
         • people-related factors
           • support from supervisors, coworkers, and peers (Ford et al., 1992; Foxon, 1997; Russ-Eft, 2002),
             • discussion with supervisors about using the new learning (Lim 2000)
             • the supervisor’s involvement or familiarization of the training (Lim 2000)
             • positive feedback from the supervisor (Lim 2000)
           • availability of a mentor (Richey, 1990; Lim, 2001)
           • positive personal outcomes (Holton, 2000)
       • Learning VS transfer needs

4. Learning Transfer System Inventory, Holton et al. (2000)

   • Trainee characteristics
     • learner readiness
     • performance self-efficacy constructs
   • Motivation
     • motivation to transfer
     • transfer effort and performance expectation
     • performance and outcome expectations
   • Work environment
     • performance coaching
     • supervisor support
     • supevisor sanctions
     • peer support
     • resistance or openness to change
     • positive personal outcomes
     • negative personal outcomes
   • Ability
     • personal capacity for transfer
     • perceived content validity
     • transfer design

5. Perkins & Salomon (1994)

   • Near transfer
   • Far transfer
   • Barnett & Ceci (2002)
     • Transfer distance : Near transfer / far transfer
       • Knowledge domain
       • physical context
       • temporal context
       • functional context
       • social context
       • modality
     • Nature of Learning Transfer
       • specificity-generality
       • performance change
       • memory demand