The impact of training content validity, organizational commitment, learning, performance utility, and transfer climate on transfer of training in an industrial setting

The goal of the present research was to contribute to an understanding of the transfer of training process. This study used a conceptual model based on a comprehensive training evaluation model to examine the extent to which secondary influences on training effectiveness, motivational elements, environmental elements, ability/enabling elements, and learning from computer-based training were associated with and explained the variance in supervisory ratings of performance. Subjects were production operators in a Fortune 500 size petrochemical manufacturing firm.;This study examined a revised conceptualization of transfer climate, one in which transfer climate variables were determined based on their referent or source in the work environment. As a set, transfer climate variables were shown to account for the largest proportion ;Results also showed that content validity was (a) positively and significantly correlated (r =.53, p ;The results of this study provide partial support for a conceptual model based on Holton's (1996) comprehensive training evaluation and measurement model. The findings suggest that only through the use of comprehensive, integrated models of the training process can the cause and effect of training success or failure be reliably identified.