Intention to Transfer and Transfer Following eLearning in Spain

Autor/inn/en	Quesada-Pallarès, Carla; González-Ortiz-de-Zárate, Aitana; Pineda-Herrero, Pilar; Cascallar, Eduardo
Titel	Intention to Transfer and Transfer Following eLearning in Spain
Quelle	In: Vocations and Learning, 15 (2022) 2, S.359-385 (27 Seiten)Infoseite zur Zeitschrift PDF als Volltext Verfügbarkeit
Zusatzinformation	ORCID (Quesada-Pallarès, Carla) ORCID (González-Ortiz-de-Zárate, Aitana) ORCID (Pineda-Herrero, Pilar) ORCID (Cascallar, Eduardo)
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	1874-785X
DOI	10.1007/s12186-022-09292-w
Schlagwörter	Vocational Education; Electronic Learning; Online Courses; Models; Transfer of Training; Organizations (Groups); Foreign Countries; Behavior Change; Intention; Comparative Analysis; Employees; Job Training; Adult Learning; Spain + Suchen Sie Ihr Suchwort? Ausbildung; Berufsbildung; Online course; Online-Kurs; Analogiemodell; Training; Transfer; Ausland; Employee; Arbeitnehmer; Beschäftigter; Berufsqualifizierender Bildungsgang; Adulte education; Adult training; Erwachsenenbildung; Spanien
Abstract	Understanding vocational learning and transfer is vital to European citizens. We need to understand how transfer works, which factors influence it, and how these factors affect employee behaviour. Research in online training specific to Southern Europe is needed to move the field forward. The Unified Model of Motivation for Training Transfer (MTT) was proposed to understand behaviour change after training. It conceives three phases: (1) forming transfer intentions, (2) actualizing implementation intentions for transfer, and (3) strengthening transfer commitment. We analysed initial transfer intention and transfer following online training in three Spanish organisations. We used an ex post facto prospective design with one group (n = 204). We applied the online version of the Initial Transfer Intention questionnaire (ITI) three days before the training, and the Transfer Questionnaire (TrQ) three to four months after the training. Training consisted of 22 online courses offered by the three participating organisations. A cluster analysis and post hoc analysis were performed. We identified three groups (k = 3), indicating that there were significant differences in the means between employees with low and high intention to transfer. Results showed a greater difference in the factor profile between participants with LowPT and HighPT. We identified common characteristics among people with low levels of transfer; this information can help understand what type of employee will transfer less and provide cues on how to prevent this from happening in future training activities. Limitations and recommendations for research and practice are discussed. (As Provided).
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Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2024/1/01