How and to what extent does training transfer climate and training design shape transfer of training: evidence from a meta-analysis study

Purpose This study examines the relationship between training transfer climate and training design on transfer of training (TOT). It synthesizes findings from previous empirical studies using a meta-analytic framework. Additionally, subgroup moderation and meta-regression were performed to analyze the plausible reasons for equivocal findings across studies. Design/methodology/approach The study adopted a meta-analysis technique to present the findings reported by 51 prior empirical studies on TOT, incorporating bivariate and moderation analyses. Findings The findings reveal that training transfer climate (peer support, supervisory support, organizational support, opportunity to use, and rewards) and training design (transfer design and perceived content validity) positively influence TOT. The study also examined the moderating effects of types of training (hard vs. soft skills), culture (high vs. low power distance and collectivism vs. individualism), and gender (male vs. female). The results show that these moderators explain inconsistent findings in the TOT literature. The study offers insightful recommendations for human resource development managers and practitioners to maximize the likelihood of TOT. Practical implications The study offers insightful recommendations for human resource development managers and practitioners to maximize the likelihood of TOT. Originality/value The study bears significant theoretical contributions by providing generalizable results and shedding light on equivocal findings in the TOT literature.