Thesis (Ph. D.)--University of Wisconsin--Madison, 1970. / Vita. Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (Ph. D.)--University of Wisconsin, 1961. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 37-39).

Thesis (Ph. D.)--Florida State University, 2006. / Advisor: Robert K. Branson, Florida State University, College of Education, Dept of Educational Psychology and Learning Systems. Title and description from dissertation home page (viewed June 14, 2006). Document formatted into pages; contains xi, 104 pages. Includes bibliographical references.

Proefschrift Universiteit van Amsterdam. / Met index, lit. opg. en samenvatting in het Engels.

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The present study examined the effect of first-list stimulus context (color versus no color) and two degrees of first-list learning (twenty trials versus five trials) on cue selection and transfer of training. College students learned two paired-associate lists consisting of highly similar trigrams as the stimulus terms and nouns as the response terms. The second list consisted of twelve items presented on homogeneous white backgrounds for eighteen trials. Four secondlist items represented each of three transfer paradigms--A -B,A-B; A-B,A-C; and A-BC-D. It was concluded that color context draws attention to the color-backed items during the early stages of learning but is not selected for encoding until the later stages of learning.

The purpose of the study is to investigate the transfer of training in the Central Bank of Lesotho. To guide this study, the following questions were formulated and answered: .:. How do managers assess transfer of training in the Central Bank of Lesotho? .:. What is the extent of transfer of training in the bank? .:. What are the reasons behind lack of transfer of training, if it exists in the bank? .:. What can be done to promote transfer of training in the bank? The research method that was used in this study was the survey method, which aims at gathering data about large numbers of people. Questionnaires were used to elicit answers to these questions and were given to the management of the Central Bank of Lesotho, as well as to the employees who have undergone training. This company was chosen because the researcher has worked there for seven years and understands how it operates. The study found that behavioural performance appraisal is used by Central Bank of Lesotho management to assess transfer of training and that a high percentage of training is transferred immediately after training, when trainees are still excited about what they have learned. It was concluded that there are barriers to transfer of training such as lack of management and co-worker support, lack of resources after training, lack of motivation and many others. On the basis of these findings and conclusions, it was recommended that Performance Appraisal should not only be carried out by managers, but colleagues also have to assess an individual. Follow-up training and management support were encouraged, to motivate trainees to apply what they have learned. / Thesis (M.Bus.Ad.)-University of KwaZulu-Natal, Pietermaritzburg, 2004.