This study investigates the transfer of coaching compared to the transfer of training in order to clarify how the transfer of coaching can be described and what factors influence the transfer of coaching. 158 participating in coaching and 200 in training filled out the German Learning Transfer System Inventory and a questionnaire on transfer. Results of Confirmative Factor Analyses show that the learning transfer system is valid for the training as well as the coaching sample. Five of the sixteen factors of the learning transfer system (motivation to transfer, performance self-efficacy, personal capacity, transfer effort – performance expectations, opportunity to use) are able to explain about 64% of the variance of the transfer of coaching. In comparison, only 59% of the variance of the transfer of training can be explained by six transfer factors (performance self-efficacy, motivation to transfer, content validity, supervisor opposition, personal capacity, supervisor support). The mean ratings of transfer of training are significantly lower. The results support the hypothesis, that coaching is more effective and that the transfer factors are similar. The inventory can be used in both fields as a starting point for the analysis and improvement of transfer.
| Identifer | oai:union.ndltd.org:uni-osnabrueck.de/oai:repositorium.ub.uni-osnabrueck.de:urn:nbn:de:gbv:700-2016083114911 |
| Date | 31 August 2016 |
| Creators | Schnieders, Theresa |
| Contributors | Prof. Dr. Siegfried Greif, Prof. Dr. Simone Kauffeld |
| Source Sets | Universität Osnabrück |
| Language | German |
| Detected Language | English |
| Type | doc-type:doctoralThesis |
| Format | application/zip, application/pdf |
| Rights | Namensnennung-NichtKommerziell-KeineBearbeitung 3.0 Unported, http://creativecommons.org/licenses/by-nc-nd/3.0/ |
Page generated in 0.0063 seconds