Abstract

A great deal is known about what influences recurrent training effectiveness in large companies. We know less about what influences entrepreneurial training effectiveness. Most important is our need to know whether or not the knowledge gained in training is actually transferred into practice by the entrepreneur (“training transfer”). The study’s purpose is to use what is known about training transfer in large organizations to examine those relationships in an entrepreneurial environment. Prior research suggests that an individual’s transfer of training is determined by individual learner responses/performance (motivations to learn and transfer) and organizational transfer climate. We expect entrepreneurs’ lack of organizational context to present different relationships.

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