A Comparison of Trainee and Supervisor Perceptions of Transfer Climate in a Union-Based Training Program. Page: 52
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Broad and Newstrom (1992) suggest that organizations provide an
orientation of the training program to supervisors in advance of the sending
trainees to training programs. This can highlight the training so supervisors can
"cue their employees of what to expect, provide a proper role model for them in
terms of desirable behavior, and properly reinforce behaviors following training"
(p. 62) The orientations can serve as refreshers for supervisors and send a
message that supervisors care enough to become familiar with the program.
In addition to the analysis of barriers mentioned earlier, supervisors and trainees
should participate in discussions of training needs. Supervisors may be more
supportive if they have been a part of identifying the high-priority needs they
perceive.
3. Is this relationship affected by the supervisor's level of past participation in
the training?
The results indicate that the supervisor's level of past participation had no
statistically significant effect on perceptions of the transfer climate. This finding
was unexpected and is not supported by other researchers. One explanation for
this finding concerns the length of time elapsed between the supervisor's
participation in the training and the completion of the study. As noted by Baldwin
and Ford (1988), the level of trained knowledge, skills, or behavior changes over
time. With the exception of supervisors participating in the training during this
study, the time span between the supervisor participation in the training and this52
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Dodson, Gayle J. A Comparison of Trainee and Supervisor Perceptions of Transfer Climate in a Union-Based Training Program., dissertation, December 2004; Denton, Texas. (https://digital.library.unt.edu/ark:/67531/metadc4711/m1/53/: accessed April 27, 2024), University of North Texas Libraries, UNT Digital Library, https://digital.library.unt.edu; .