{"id":{"repo_id":"uiuc","oai_identifier":"oai:www.ideals.illinois.edu:2142/79780"},"canonical_url":"https://search.dev.ndltd.org/etd/uiuc/oai:www.ideals.illinois.edu:2142/79780","repository":{"repo_id":"uiuc","name":"University of Illinois - Urbana-Champaign","base_url":"https://www.ideals.illinois.edu/oai-pmh"},"display":{"title":"Factors That Influence Transfer of Management Training in Small and Medium Enterprises in Kenya","abstract":"The results of the study indicated that trainees perceived that transfer of training had occurred at varying degrees. The most influential factors that were found to have influenced transfer of training were relevance and importance of the skill to the job, opportunity to use training on the job and external work environment. External work environment factors cited by participants were poor infrastructure, financial expectations after the training, unpredictable business trends, tendency to employ relatives, corruption, expectations of follow-up, distribution of risk by owning several business and bureaucracy. In addition, follow-up activities were found to influence transfer of training. Concerning the extent to which Baldwin and Ford's model of transfer was applicable to Kenyan context, the study found out that only two elements (relevance of the skill to the business and opportunity to use) of the model were found to be applicable.","abstract_html":"The results of the study indicated that trainees perceived that transfer of training had occurred at varying degrees. The most influential factors that were found to have influenced transfer of training were relevance and importance of the skill to the job, opportunity to use training on the job and external work environment. External work environment factors cited by participants were poor infrastructure, financial expectations after the training, unpredictable business trends, tendency to employ relatives, corruption, expectations of follow-up, distribution of risk by owning several business and bureaucracy. In addition, follow-up activities were found to influence transfer of training. Concerning the extent to which Baldwin and Ford's model of transfer was applicable to Kenyan context, the study found out that only two elements (relevance of the skill to the business and opportunity to use) of the model were found to be applicable.","abstract_has_math":false,"creators":["Kobia, Margaret K."],"institution":"University of Illinois at Urbana-Champaign","degree_name":"Ph.D.","degree_level":"Dissertation","degree_discipline":"Education","degree_department":null,"school":null,"contributors":["Johnson, Scott D."],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2015,"date_issued":"2015-09-25T19:53:33Z","date_published":"2015-09-25T19:53:33Z","updated_at":"2026-07-22T22:26:12Z","subjects":["Business Administration, Management"],"languages":["eng"],"rights":[],"rights_urls":[],"identifier_entries":[{"key":"dc:identifier","label":"Identifier","values":["(MiAaPQ)AAI3130958"],"render_values":[{"text":"(MiAaPQ)AAI3130958","href":null,"code":true}]}]},"links":{"outbound_url":"http://hdl.handle.net/2142/79780","outbound_label":"Handle","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Johnson, Scott D."]},{"key":"dc:creator","label":"Author","values":["Kobia, Margaret K."]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2015-09-25T19:53:33Z","10000-01-01","2004"]},{"key":"dc:type","label":"Dc Type","values":["text"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Education"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Ph.D."]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["University of Illinois at Urbana-Champaign"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Business Administration, Management"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["eng"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["http://hdl.handle.net/2142/79780","(MiAaPQ)AAI3130958"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["The results of the study indicated that trainees perceived that transfer of training had occurred at varying degrees. 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The most influential factors that were found to have influenced transfer of training were relevance and importance of the skill to the job, opportunity to use training on the job and external work environment. External work environment factors cited by participants were poor infrastructure, financial expectations after the training, unpredictable business trends, tendency to employ relatives, corruption, expectations of follow-up, distribution of risk by owning several business and bureaucracy. In addition, follow-up activities were found to influence transfer of training. Concerning the extent to which Baldwin and Ford's model of transfer was applicable to Kenyan context, the study found out that only two elements (relevance of the skill to the business and opportunity to use) of the model were found to be applicable.","Made available in DSpace on 2015-09-25T19:53:33Z (GMT). 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