Thesis (Ph. D.)--University of Washington, 1998. / Vita. Includes bibliographical references (leaves [99]-105).

The study of transfer has been historically important and now approaches critical proportions. Current and historical patterns of enrollment and attainment in American higher education combined with the economic, demographic, political, and social realities of the 21st century drive the need for increased research and more effective practice for successful transfer of students from two- to four-year higher education institutions. An emerging theory for framing transfer success is transfer capital, which recommends academic planning, financial aid, and admissions advising as primary interventions to increase the rate and success of transfer. This mixed-methods study examined the academic planning portion of transfer capital to assess the effect of academic planning on the number of hours transferred, number of leveling courses needed, excess hours, and grade point average (GPA). Quantitative assessment measured differences among new transfer students enrolling between Spring 2012 and Fall 2013. Qualitative assessment was conducted with advisors and leadership that were part of the transfer advising program examined in this study. ANOVA indicated significant findings at the .05 level for each variable except GPA. Qualitative findings provided context and primary themes of institutional context, academic planning, financial aid knowledge, and institutional partnerships. Findings provide direction for practice as well as further research.

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Kunskapsöverföring är avgörande om en kompetensutvecklings-aktivitet är en nödvändig resurs för en organisation/företag. Tidigare forskning visar däremot att kunskap inte transfereras i den utsträckning som önskas. Till följd av detta är transfer-problem vanligt förekommande i sådana kontexter. För att reducera gapet mellan kunskap från utbildning till arbete har existerande litteratur, genom kvantitativa metoder, försökt åskådliggöra de faktorer som påverkar transfer. Med en kvalitativ hermeneutisk metodansats syftar denna fallstudie till att undersöka chefers erfarenhet av transfer från IKEAS interna ledarskapsutbildning ILEAD till deras chefsroll efter utbildningen. Att tillämpa en sådan metodansats genererar i ny förståelse om fenomenet. I denna studie möjliggör det förutsättningar att utläsa huruvida transfer sker och vad som påverkar transfer i en sådan kontext. Vidare bidrar det med kunskap till hur IKEA som organisation kan arbeta för att främja transfer i relation till ILEAD och därigenom minimera risk för slöseri av resurser. I studien används tre teoretiska utgångspunkter såsom Baldwin & Ford (1988) och Holton et al., (2000) modeller om transfer processen samt Banduras teori (1989,1997) inom det socio kognitiva perspektivet. Sex stycken semistrukturella intervjuer genomfördes via den digitala plattformen Zoom. Medverkande arbetar på samma varuhus, har gått ILEAD och var vid intervjutillfället anställda i en chefsbefattning. Samtycke medgavs att spela in intervjuerna för att vidare transkribera materialet och därefter bearbeta data för analys och tolkning. Resultatet visar att kunskap följt med kursdeltagarna från ILEAD till deras arbete som chefer. Samtidigt synliggörs ett transfer-problem som visar sig vara en förutsättning transfer. Individens egenskaper, utbildningens utformning och innehåll, stöd från chef och medarbetare och ett samspel mellan föregående delar visar sig påverka chefernas transfer. Inom forskningsfältet bidrar studien till ny förståelse för fenomenet och visar således på behov för framtida forskning. / Transfer of training from education to work is essential if a skills development activity will be considered a valuable resource to companies. Prior studies have shown that knowledge is not transferred in the anticipated extent, and that transfer-problems are commonly present in such contexts. Therefore, to reduce the knowledge-gap from education to work, existing literature in the area attempts to identify the factors that impact transfer. However, the field is mainly dominated by quantitative research. By using a qualitative hermeneutic methodology, this study aims to investigate managers’ experiences of transfer from IKEA’s internal leadership training ILEAD. A new understanding of the phenomenon is generated by applying this methodology, as opposed to what is often presented in prior studies. This study provides the framework to determine whether transfer takes place, and what affect or contribute to transfer. Additionally, this study contributes insights on how IKEA as an organization can operate to promote transfer in relation to ILEAD, and thereby reduce the risk in wasting resources. The study uses three theoretical starting points: Baldwin & Ford (1988) and Holton, Bates & Ruona, (2000) theoretical models of the transfer process, and Bandura's theory (1989,1997) within the socio-cognitive perspective. Six semi-structured interviews were held via the digital platform Zoom. Each interviewee worked at the same retail-store, attended ILEAD, and were employed in a managerial role at the time of interview. Each interviewee gave consent for recording and transcribing the interviews, which were subsequently used for analysis and interpretation. The results demonstrate that the ILEAD participants’ knowledge has carried over to their capacities in management. Simultaneously, transfer-problems are revealed which are demonstrated to be a prerequisite to transfer. Some elements which affect managers’ level of transfer include individual qualities, training structure and content, support from management and coworkers, and the interlinking synergies of these aforementioned elements. This study contributes to the field with a new understanding of the topic and additionally highlights the need for further research.

This study is an empirical evaluation of the relationship between perceptions of the elements of the remote environment of business and the mode of transfer utilized by 90 United States companies transferring technology to Mexico. Characteristics of the technology, the company, and the industry were found, from a thorough search of the literature, to be the key aspects of technology transfer. The primary hypothesis predicted that a significant relationship would exist between perceptions of barriers and choice of transfer mode.

Two different cloned human DNA segments encompassing transfer RNA gene and pseudogene clusters have been isolated from a human gene library harbored in bacteriophage lambda Charon 4-A. One clone (designated as λhVal7) encompassing a 20.5-kilobase (Kb) human DNA insert was found to contain a valine transfer RNA_AAC gene and several Alu-like elements by Southern blot hybridization analysis and DNA sequencing with the dideoxyribonucleotide chain-termination method in the bacteriophage M13mp19 vector. Another lambda clone (designated as λhLeu8) encompassing a 14.3-Kb segment of human DNA was found to contain a methionine elongator transfer RNA_CAT pseudogene and other as yet unidentified transfer RNA pseudogenes.

This study presents the numerical analysis of steady laminar flow heat transfer in a horizontal rectangular duct with differential heating on the vertical walls. Three heating configurations: one uniform wall temperature (CS1) and two linearly varying wall temperature cases (CS2 and CS3) are analysed. The study considers the combined effects of natural convection, forced convection and radiation heat transfer on the overall heat transfer characteristics. Air, which is assumed to be a non-participating medium, is chosen as the working fluid. A computational fluid dynamics solver is used to solve a set of governing equations for a range of parameters.For chosen duct aspect ratios, the numerical model simulates the flow and heat transfer for two main effects: buoyancy and radiation heat transfer. Buoyancy effect is represented by Grashof number, which is varied from 2,000 to 1,000,000. The effect of radiation heat transfer is examined by choosing different wall surface emissivity values. The weak and strong radiation effect is represented by the emissivity values of 0.05 and 0.85 respectively. Three duct aspect ratios are considered - 0.5, 1 and 2. The heat transfer characteristics of all the above heating configurations - CS1, CS2, and CS3 are analysed and compared. The numerical results show that, for all heating configurations and duct aspect ratios, the overall heat transfer rate is enhanced when the buoyancy effect increases. Since buoyancy effect induces natural circulation, this circulation is therefore the main mechanism that enhances heat transfer. Radiation heat transfer is found to significantly influence convection heat transfer in high Grashof numbers.

This thesis aimed to describe the conditions under which transfer of training would occur and the processes that are involved in the transfer of training to the workplace. Two studies were conducted that assessed the individual, situational, and training design factors that impacted on the transfer of training to the workplace. Study 1 examined the influence of individual and situational factors on the achievement of trainees’ transfer goals. Trainees’ goals for transfer and their commitment to those transfer goals were found to act as mediators of the influence of self-efficacy, motivation, and situational constraints on transfer goal achievement. This result supported previous research that has shown that the impact of personal and situational factors on performance is mediated by the personal goal level and level of goal commitment (Wofford, Goodwin & Premack, 1992). Study 2 was based on a model of the determinants of training transfer proposed by Thayer and Teachout (1995). The model was modified to focus on the determinants of trainees’ transfer implementation intentions and implementation activities. Climate for transfer was assessed prior to training commencing and was found to influence pre-training levels of self-efficacy. However, positive and negative affect also influenced pre-training levels of both self-efficacy and motivation, and the two climate for transfer factors (Positive and Negative Work Climate) were found to influence positive and negative affectivity, respectively. It was concluded that climate for transfer does impact direct and indirectly on pre-training levels of self-efficacy and motivation. A second structural model found that pre-training self-efficacy is a strong determinant of the learning that occurs during training, and the level of post-training self-efficacy. Post-training self-efficacy is a strong determinant of transfer implementation intentions, which in turn were a strong determinant of implementation activities. Implementation activities were positively related to transfer success. Separate structural models were developed to assess the impact of in-training transfer enhancing activities on learning, post-training self-efficacy, transfer implementation intentions, and implementation activities. Self-control cues, relapse prevention activities, and goal setting (when assessed separately) were found to positively influence post-training self-efficacy and implementation intentions. Relapse prevention activities and goal setting (when assessed separately) were also found to positively influence implementation activities. The results strongly supported the modified model of training transfer that was presented. It was also concluded that situational factors do exert an indirect influence on the transfer process, apart from simply influencing what trainees are able to do after training has completed (Mathieu & Martineau, 1997, Quiñones, 1997).

Thesis (Ph. D.)--University of Notre Dame, 1986. / Includes bibliographical references (255-264).

Thesis (D.Biotech.) - University of Queensland. / Includes bibliography.