Persistence training and social learning theory: Implications for transfer of organizational training

Based on the premise that the transfer of organizational training can be enhanced by modeling experimental protocols shown to maximize persistence, the objective of the present study was to test the robustness of observational learning in terms of its potential to induce persistence. Specifically, the study was designed to examine differences between training protocols that varied with respect to schedule of reinforcement (partial or continuous) and the type of learning (observation, hands-on practice, or a hybrid that combined observation and hands-on practice) they incorporated. Results indicated an overall partial reinforcement extinction effect--resistance to extinction (persistence) was higher when reinforcement during acquisition was available only intermittently compared to continuously. In addition, observer participants persisted similarly to hands-on participants. Together, with the finding that hybrid participants showed greater persistence compared to the hands-on and observer participants, these results suggest that (1) group protocols that employ observational learning could be applied to training without sacrificing persistence and ultimately transfer to the job environment and (2) combining social learning principles with hands-on practice may in fact increase persistence and transfer. Finally, limitations and future research are discussed.