{"id":{"repo_id":"cape-town","oai_identifier":"oai:open.uct.ac.za:11427/13902"},"canonical_url":"https://search.dev.ndltd.org/etd/cape-town/oai:open.uct.ac.za:11427/13902","repository":{"repo_id":"cape-town","name":"University of Cape Town","base_url":"https://open.uct.ac.za/oai/request"},"display":{"title":"Factors influencing the transfer of trained interpersonal managerial skills back into the workplace","abstract":"This study investigated variables which influence the transfer of training, in an organisational context. Transfer of training is defined as the application of knowledge and skills, learned in a training setting, to other non-training (i.e., work) contexts. It has been estimated that considerable amounts of money and effort are wasted due to trained skills not being transferred back to the workplace. This phenomenon is a well known issue in the field of organisational training and has generated research into the question of what variables in addition to the training itself influence the transfer of training. Three key categories of variables that are cited in the literature on transfer of training were used in the current study: (a) individual (i.e., the learner/trainee) characteristics, (b) training design, and (c) transfer situation (work environment) characteristics. These three categories were used as core elements in the conceptual design of the study.","abstract_html":"This study investigated variables which influence the transfer of training, in an organisational context. Transfer of training is defined as the application of knowledge and skills, learned in a training setting, to other non-training (i.e., work) contexts. It has been estimated that considerable amounts of money and effort are wasted due to trained skills not being transferred back to the workplace. This phenomenon is a well known issue in the field of organisational training and has generated research into the question of what variables in addition to the training itself influence the transfer of training. Three key categories of variables that are cited in the literature on transfer of training were used in the current study: (a) individual (i.e., the learner/trainee) characteristics, (b) training design, and (c) transfer situation (work environment) characteristics. These three categories were used as core elements in the conceptual design of the study.","abstract_has_math":false,"creators":["Wortley, Mark Elliott"],"institution":"Department of Psychology","degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":[],"advisors":["Bokhorst, Frank"],"committee_chairs":[],"committee_members":[],"year":1997,"date_issued":"1997","date_published":"1997","updated_at":"2026-07-22T22:23:31Z","subjects":[],"languages":["eng"],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"http://hdl.handle.net/11427/13902","outbound_label":"Handle","outbound_source":"dc:identifier.uri"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor.advisor","label":"Advisor","values":["Bokhorst, Frank"]},{"key":"dc:creator","label":"Author","values":["Wortley, Mark Elliott"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.accessioned","label":"Dc Date Accessioned","values":["2015-09-14T18:07:58Z"]},{"key":"dc:date.available","label":"Dc Date Available","values":["2015-09-14T18:07:58Z"]},{"key":"dc:date.issued","label":"Date","values":["1997"]},{"key":"dc:publisher.department","label":"Dc Publisher Department","values":["Department of Psychology"]},{"key":"dc:publisher.institution","label":"Dc Publisher Institution","values":["University of Cape Town"]},{"key":"dc:type","label":"Dc Type","values":["Master Thesis"]},{"key":"dc:type.qualificationlevel","label":"Dc Type Qualificationlevel","values":["Masters"]},{"key":"dc:type.qualificationname","label":"Dc Type Qualificationname","values":["MA"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language.iso","label":"Language (ISO)","values":["eng"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier.uri","label":"Identifier URI","values":["http://hdl.handle.net/11427/13902"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["Bibliography: leaves 115-127."]},{"key":"dc:description.abstract","label":"Abstract","values":["This study investigated variables which influence the transfer of training, in an organisational context. Transfer of training is defined as the application of knowledge and skills, learned in a training setting, to other non-training (i.e., work) contexts. It has been estimated that considerable amounts of money and effort are wasted due to trained skills not being transferred back to the workplace. This phenomenon is a well known issue in the field of organisational training and has generated research into the question of what variables in addition to the training itself influence the transfer of training. Three key categories of variables that are cited in the literature on transfer of training were used in the current study: (a) individual (i.e., the learner/trainee) characteristics, (b) training design, and (c) transfer situation (work environment) characteristics. 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This phenomenon is a well known issue in the field of organisational training and has generated research into the question of what variables in addition to the training itself influence the transfer of training. Three key categories of variables that are cited in the literature on transfer of training were used in the current study: (a) individual (i.e., the learner/trainee) characteristics, (b) training design, and (c) transfer situation (work environment) characteristics. 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