Article Review Pravin.pptx - Training Management Article Review By Pravin Kumar CQD180027 Transfer of Training After an Organizational Intervention in

Article Review Pravin.pptx - Training Management Article...

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Training Management Article Review By: Pravin Kumar CQD180027
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Transfer of Training After an Organizational Intervention in Swedish Sports Clubs: A Self-Determination Theory Perspective BY
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Purpose of Study The purpose of the present study was to examine how different factors related to transfer of training predict learning and near (i.e., immediately after the training program) and far transfer (i.e., one year after the training program) after a leadership development program. In addition, we contribute with an integration of the empirically derived transfer of training model by Baldwin and Ford (1988) and self- determination theory (SDT; Deci & Ryan, 2000), which has recently been proposed but not empirically tested (Dysvik & Kuvaas, 2014). In line with Dysvik and Kuvaas (2014) we argue that this integrated framework is a useful way to evaluate and understand processes related to training transfer.
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In the transfer of training literature, the most researched framework is a model developed by Baldwin and Ford (1988). They argue that training inputs determine training effectiveness in terms of trainee characteristics, training design, and the work environment. Trainee characteristics include ability, motivation, personality, and skill. Training design includes methods and objectives, but also learning principles and opportunities to practice learned skills. Work environment consists of social support and in-context opportunities or constraints for performing learned behaviors after training (Blume et al., 2010). Trainee Characteristics Transfer is commonly defined as the extent to which the learning of a response in one task or situation influences a response in another task or situation. It usually incorporates two dimensions: generalization and maintenance. (Blume et al., 2010) BALDWIN AND FORD’S TRANSFER OF TRAINING MODEL
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SDT is a macro-theory of personality, development, and well-being that incorporates motivational concepts to illuminate phenomena across numerous applied domains, such as motivation in the workplace or sports (Deci & Ryan, 2000, Gagné, 2014). USING SDT AS A THEORETICAL FRAMEWORK TO UNDERSTAND TRAINING TRANSFER
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HYPOTHESIS Hypothesis 1: Autonomous motivation will be a positive predictor of learning and near and far training transfer, while controlled motivation will be a negative predictor of learning and near and far training transfer. Hypothesis2: Autonomy-supportive implementation will positively predict learning and near and far training transfer Hypothesis 3: An autonomy-supportive climate in the sport club will positively predict learning and near and far training transfer. Hypothesis 4: Co-worker support has a positive relationship to transfer of training. Hypothesis 4: Learning will be a positive predictor of far transfer.
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