A meta-analysis of 34 studies was performed to explore the magnitude in which work environment manipulates training transfer. The independent variables for this study included supervisor support, subordinate support, peer support, transfer climate, relapse prevention, goal setting, continuous learning culture, task constraints, and frequency of use. This study performed a moderator analysis to compare the effect these independent variables had on management and non-management training; and self-reporting versus supervisor ...
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A meta-analysis of 34 studies was performed to explore the magnitude in which work environment manipulates training transfer. The independent variables for this study included supervisor support, subordinate support, peer support, transfer climate, relapse prevention, goal setting, continuous learning culture, task constraints, and frequency of use. This study performed a moderator analysis to compare the effect these independent variables had on management and non-management training; and self-reporting versus supervisor or peer reporting; and training versus development. Results revealed that relapse prevention (.65) had the highest levels of correlation of all independent variables to training transfer. The results also showed that managerial training (.32) had higher levels of correlation to training transfer as compared to non-managerial training (.20). Self-reporting (.28) showed higher levels of training transfer than did supervisor or peer reporting (.16). Training (.30) showed higher levels of training transfer compared to development (.16). Finally, limitations and future research are discussed.
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