TRANSFER TRAINING METHOD: ITS INFLUENCE ON SKILL GENERALIZATION, SKILL REPETITION, AND PERFORMANCE LEVEL

This study contrasted goal setting and self-management training designs for their effectiveness in facilitating transfer of training to a novel task. Behavioral measures of performance were used to assess transfer in terms of skill generalization, skill repetition and overall performance level. Skill generalization was more limited among the goal-setting trainees as compared to the self-management trainees. While goal-setting trainees generalized fewer skills to the novel task context, these skills tended to be used more repeatedly. In contrast, self-management trainees exhibited higher rates of skill generalization and higher overall performance levels on the transfer task, even after the effects of outcome goal level were controlled. Implications are discussed for future research on training transfer.     

Ignored no more: Within‐Person variability enables better understanding of training transfer

The empirical findings from training transfer research rest on a rather static view of the transfer phenomenon, ignoring potential within‐person change in transfer over time. This study investigates within‐person variability in mastery goal orientation together with variability over time in the application of newly acquired knowledge and skills to the job context. Data from longitudinal surveys of trainees voluntarily attending statistical workshops revealed that trainees varied significantly in 2 characteristics of transfer trajectory: (a) initial attempts to transfer and (b) subsequent rate of change in transfer. Two affective learning outcomes showed differential relationships with transfer trajectories: Whereas posttraining self‐efficacy predicted initial attempt of transfer, motivation to transfer assessed at the end of training predicted subsequent rate of change in transfer. Furthermore, level and variability of trainees’ mastery orientation interacted to influence posttraining self‐efficacy and motivation to transfer, and subsequently transfer trajectories. Specifically, a trainee's mastery orientation level had stronger prediction of these outcomes when his/her mastery orientation distribution was less variable across situations. These findings highlight the importance of attending to within‐person variability in the study of training transfer by (a) considering training transfer as trajectories over time and (b) understanding trainee traits as frequency distributions.     

Initial job analysis of military embedded behavioral health services: Tasks and essential competencies

Utilization of mental health personnel assigned to operational military units is an area of growth for the US military. What activities they perform, how requirements may differ from working in clinical settings, and how to select and train for these types of positions is still poorly understood. A job analysis was conducted of Air Force mental health providers and enlisted technicians embedded in special operations, intelligence, and high-risk training units. Participants rated 27 tasks on frequency, importance, difficulty, and risks, as well as the importance of 37 knowledge, skills, and abilities (KSAs), with differentiation between KSAs that may be trained versus those that must be present to be assigned to the embedded position. Tasks reflected 4 areas of activity: unit embedding/engagement, behavioral health consultation and support, performance optimization activities, and operational mission tasks. Tasks varied by professional training (psychologist, social worker, enlisted technician) and unit type. The KSAs rated as most important were ethical judgment and ability to manage complex relationships and boundaries while working outside of a clinic, strong interpersonal skills with appropriate assertiveness to advocate for safe, effective courses of action, and understanding of unit missions and organizational dynamics. Results have implications for job design, selection criteria, professional disciplines with KSAs necessary to unit-specific tasks, and training of personnel for integrated operational support positions.     

Teaching Counselor Trainees a Divergent Versus a Convergent Hypothesis-Formation Strategy

Hypothesis-formation skills were assessed for 40 graduate counseling students randomly assigned to training in either a divergent or convergent hypothesis-formation strategy. Rating scales assessed skills in accounting for a comprehensive range of client information and for questions used in hypothesis testing. MANOVA results indicated that trainees in the divergent-training condition cited significantly more units of hypothesis information and more supportive information units and posed more hypothesis-testing questions than did trainees in the convergent training condition. Findings suggest that trainees using a divergent strategy were able to formulate more comprehensive and multidimensional clinical hypotheses. Implications for training and research are presented.     

Assessing and teaching job‐related social skills to adults with autism spectrum disorder

Few studies have evaluated interventions to improve the job‐related social skills of adults with autism spectrum disorder. In this study, we examined the efficacy of a treatment package for teaching several social skills that are critical to job success, such as responding appropriately to feedback and asking for a task model from the supervisor. Three adults, aged 19 to 27 years, participated. Initial training of each skill consisted of verbal explanations, modeling, and role‐play with feedback, along with stimulus prompts to promote generalization to a different setting. The trainer introduced additional intervention components as needed. We also evaluated generalization across different social skills and evocative situations. Results indicated that the treatment package was generally effective in improving the targeted social skills, and that stimulus prompts may be necessary for generalization to a job setting. However, generalized responding across social skills rarely emerged. These findings have important implications for preparing individuals with autism to function successfully on the job.     

Foreign Language Training Transfer: Individual and Contextual Predictors of Skill Maintenance and Generalization

Foreign language proficiency is a critical skill in which many U.S. military personnel receive extensive training. However, very little research has examined the factors associated with the successful transfer of this training. This study therefore investigates the impact of individual and contextual variables on two different types of foreign language skill transfer measures in a military context. Archival data were analyzed from 133 U.S. Army Special Forces (Green Berets) teams, including 919 Soldiers who had completed job-required foreign language training. Results indicate that initial skill acquisition had a positive impact on both the maintenance and generalization of language skills. The posttraining time interval between training and transfer measurement was negatively associated with skill maintenance, suggesting significant skill decay over time. The team context also accounted for significant variability in skill transfer, and the team mean skill level moderated the relationship between individual initial skill and subsequent generalization to job performance.     

Transfer of training: A field investigation of youth training

This study investigated, in the field, differences in the transfer and retention of training in using micrometers, of two groups of young trainees. The experimental group were motor-vehicle servicing trainees and the control group were information technology trainees. The results showed that (i) there was no difference between trainees of the two groups in end-of-training tests when they were trained from scratch, though the information technology trainees retained the skill better; (ii) experimental subjects, who had learned the micrometer skill one year previously, were more effectively trained to use it in a new trade than were control subjects, who lacked previous experience; (iii) experimental subjects, who had learned the micrometer skill one year previously, were not more effectively trained to use a vernier height-gauge. Results are discussed in terms of the level of skill at which a possible transfer mechanism may be supposed to operate. Evidence is presented of effective transfer of training between two skills very closely related at the motor level. Failure of transfer of training between two skills related at a somewhat higher level of abstraction is shown. The question of transfer of training between two skills not closely related at these lower levels, but related at a yet higher level of abstraction, is discussed.     

TEACHING A PARENT TO TRAIN A SPOUSE IN CHILD MANAGEMENT TECHNIQUES

This study analyzed several aspects of the training of a mother and father in child management techniques for use with their 6-year-old severely developmentally delayed son. The mother received clinic training in procedures for increasing her son's independent dressing skills; subsequently, she was asked to teach the same procedures to her husband with no assistance from the trainer. For both parents, procedures were introduced sequentially across two components of parent behavior in a multiple baseline design. Examinations were made of (a) the effectiveness of initial child management training on the mother's behaviors, (b) her ability to teach the same techniques to her husband independently, (c) the generalization of both parents' skills from the training setting (a dressing task) to two untrained activities (eating and toy use), and (d) the impact of training on the child's behavior. Results showed that the mother learned to implement the trained procedures and successfully communicated them to her husband, as evidenced by substantial positive changes in both parents' behaviors after being introduced to the child management skills. Both parents showed some generalization to the untrained activities, and their written comments following training indicated they understood the procedures. Clear-cut improvements were observed in the child's attending and independent performance of dressing and toy use skills concurrent with parent training. A 2-year follow-up report indicated that both parents retained their knowledge of skills taught, continued to use the procedures, and rated the training as very helpful in teaching the child self-help skills.     

Perceptions of Training-Related Factors and Personal Variables as Predictors of Transfer Implementation Intentions

A number of factors influence the outcomes of computer skills training and the likelihood of successful transfer. The first empirical test of a conceptual model of training transfer sought to explain how trainees' perceptions of various in-training transfer-enhancing activities such as overlearning, fidelity, stimulus variability, principles-meaningfulness, self-management activities, relapse prevention, and goal setting would predict the self-efficacy and implementation intentions (rather than actual transfer outcomes) of computer skills trainees. As expected, posttraining self-efficacy and transfer enhancing activities both predicted transfer implementation intentions. Pretraining self-efficacy also significantly predicted posttraining self-efficacy, trainees' level of learning during training and transfer enhancing activities, providing support for the conceptual model of training transfer.     

Effects of category diversity on learning,memory, and generalization

In this study, we examined the effect of within-category diversity on people's ability to learn perceptual categories, their inclination to generalize categories to novel items, and their ability to distinguish new items from old. After learning to distinguish a control category from an experimental category that was either clustered or diverse, participants performed a test of category generalization or old-new recognition. Diversity made learning more difficult, increased generalization to novel items outside the range of training items, and made it difficult to distinguish such novel items from familiar ones. Regression analyses using the generalized context model suggested that the results could be explained in terms of similarities between old and new items combined with a rescaling of the similarity space that varied according to the diversity of the training items. Participants who learned the diverse category were less sensitive to psychological distance than were the participants who learned a more clustered category.     

INVOLVING INSTITUTIONAL STAFF IN THE DEVELOPMENT AND MAINTENANCE OF SIGN LANGUAGE SKILLS WITH PROFOUNDLY RETARDED PERSONS

A program to involve institutional staff in developing manual sign language skills with profoundly retarded persons was evaluated. In Experiment 1, six direct care staff, with close supervision, taught a small repertoire of signs to six profoundly retarded residents who had not benefited from previous training in vocal language. Training was conducted in a group format using instructions, modeling, manual guidance, contingent reinforcers, and feedback. During training, all residents learned to identify pictures of objects with manual signs. Generalization observations during unstructured times on the residents' living unit indicated that staff used their signing skills with the residents in addition to their vocal interactions but the residents did not increase their signing or vocalizing. In Experiment 2, the residents' skills in signing with real objects on their living unit as opposed to pictures of objects were evaluated and provided with additional training where necessary. Results indicated that all participating residents learned to communicate with signing during structured interactions on their living unit, and the skills maintained during follow-up assessments ranging from 39 to 49 weeks. Results are discussed regarding the variable generalization effects noted as well as the general benefits and disadvantages of teaching manual signing skills to profoundly retarded persons.     

TEACHING WOMEN WITH INTELLECTUAL DISABILITIES TO IDENTIFY AND REPORT INAPPROPRIATE STAFF‐TO‐RESIDENT INTERACTIONS

This study examined the effectiveness of behavioral skills training in teaching 2 adult women with mild intellectual disabilities to report inappropriate staff‐to‐resident interactions. The reporting skill included making a self‐advocacy response, walking away, and reporting the interaction. Participants' performance was measured during baseline, posttesting, 2‐ and 4‐week follow‐up, and generalization probes in new situations. All participants learned reporting skills, maintained these skills at 2‐ and 4‐week follow‐up, and generalized the skills to novel stimulus situations.     

Teaching social skills to emotionally disturbed adolescent inpatients

A social skills training program was evaluated with emotionally disturbed adolescent inpatients. The targeted social skills required an action or reaction within six skill areas. The program was adapted from a commercially available social skills training game that features the use of response specific feedback, self-monitoring, individualized reinforcers, and individualized performance criteria. A peer conducted the baseline and posttraining sessions while the training was conducted by an adult who had no previous interactive history with the subjects. A multiple baseline design across groups demonstrated that the program increased appropriate responding in all skill areas and that these effects generalized during the posttraining peer conducted sessions. A generalization test indicated that the subjects used their newly learned skills with a novel adult outside the training setting. The program appears quite applicable to emotionally disturbed adolescents since it targets skills in a variety of areas and employs standardized procedures to enhance replicability.     

A meta-analytic review of behavior modeling training

A meta-analysis of 117 studies evaluated the effects of behavior modeling training (BMT) on 6 training outcomes, across characteristics of training design. BMT effects were largest for learning outcomes, smaller for job behavior, and smaller still for results outcomes. Although BMT effects on declarative knowledge decayed over time, training effects on skills and job behavior remained stable or even increased. Skill development was greatest when learning points were used and presented as rule codes and when training time was longest. Transfer was greatest when mixed (negative and positive) models were presented, when practice included trainee-generated scenarios, when trainees were instructed to set goals, when trainees' superiors were also trained, and when rewards and sanctions were instituted in trainees' work environments.     

The impact of structural family therapy training on conceptual and executive therapy skills

The importance of empirical evaluations of family therapy training is gaining increased recognition. This study reports the results of a controlled assessment of a training seminar in structural family therapy. Changes in the conceptual and executive skills of 44 therapy trainees (22 family trainees and 22 controls) were assessed over a 16-week period using repertory grid and videotaped therapy simulation techniques. Results indicated significant conceptual gains in family therapy trainees, but only among those with little previous exposure to family training. Differences in the overall number as well as the type of interventions were also noted. Results generally supported the predicted impact of therapy training, but left unanswered questions regarding the unique impact of family therapy training over individual training. These qualifications are discussed and directions for future work are highlighted.     

Transfer of associative grouping to novel perceptual contexts in infancy

Learning can be highly adaptive if associations learned in one context are generalized to novel contexts. We examined the development of such generalization in infancy in the context of grouping. In Experiment 1, 3- to 4-month-olds and 6- to 7-month-olds were habituated to shapes grouped via the organizational principle of common region and were tested with familiar and novel pairs as determined by the principle of proximity. Older infants generalized from common region to proximity, but younger infants did not. Younger infants failed to generalize when the task was easier (Experiment 2), and their failure was not due to inability to group via proximity (Experiment 3). However, in Experiment 4, even younger infants generalized grouping on the basis of connectedness to proximity. Thus, the ability to transfer learned associations of shapes to novel contexts is evident early in life, although it continues to undergo quantitative change during infancy. Moreover, the operation of this generalization mechanism may be induced by means of bootstrapping onto functional organizational principles, which is consistent with a developmental framework in which core processes scaffold learning.     

Increasing accurate preference assessment implementation through pyramidal training

Preference assessments directly evaluate items that may serve as reinforcers, and their implementation is an important skill for individuals who work with children. This study examined the effectiveness of pyramidal training on teachers' implementation of preference assessments. During Experiment 1, 3 special education teachers taught 6 trainees to conduct paired-choice, multiple-stimulus without replacement, and free-operant preference assessments. All trainees acquired skills necessary to implement preference assessments with 90% or greater accuracy during the training sessions and demonstrated generalization of skills to their classrooms or clinic. During Experiment 2, 5 teachers who served as trainees in Experiment 1 trained 18 preschool teachers. All preschool teachers met the mastery criterion following training. Training teachers to implement preference assessments may increase teachers' acceptance and use of behavior-analytic procedures in school settings.     

Review article

A training need to help core trainees prepare for the psychotherapy long case was identified. We prepared and showed a training DVD to all core psychiatric trainees at South West London and St Georges Mental Health NHS trust. A questionnaire was designed to receive feedback from trainees. A total of 26 trainees participated. All trainees found the DVD informative. Most trainees found the DVD helpful in reducing their anxieties prior to taking on a long case. All trainees found the DVD accurately reflected their experience of psychotherapy and supervision. Using simulated and technology-aided learning material is a useful and economical way of introducing psychotherapy skills to core psychiatry trainees before the clinical supervised experience of a long case.     

COMPARISON OF STAFF TRAINING STRATEGIES TO PROMOTE GENERALIZED TEACHING SKILLS

Two studies compared the effectiveness of different strategies for promoting generalization of staff skills in teaching self-care routines to clients with developmental disabilities. In Study 1, 9 direct-care staff members of group homes were trained sequentially through four conditions: (a) the provision of written instructions, (b) performance-based training using a single client program exemplar and simulated clients (single case training), (c) performance-based training using actual developmentally delayed clients as trainees (common stimuli training), and (d) performance-based training using multiple client program exemplars with simulated clients (general case training). The results indicated that staff members did not reach all generalization criteria until general case training was provided. Because staff members had been trained sequentially through several conditions in Study 1, a second study controlled for potential sequence effects. In Study 2, 7 staff members were trained using only the general case strategy after baseline. All staff members reached generalization criteria with only general case training, replicating the findings of Study 1. Together, the two studies demonstrated that the general case training strategy was more effective at promoting generalized training effects across clients, settings, and client programs than other commonly used staff training approaches.     

FACTORS AFFECTING THE OPPORTUNITY TO PERFORM TRAINED TASKS ON THE JOB

One factor that can affect the transfer of technical skills to the job is the extent to which the trainee is given the opportunity to perform trained tasks on the job. The opportunity to perform trained tasks was conceptualized as consisting of three dimensions: breadth, activity level, and type of tasks performed. Graduates from an Air Force technical training program and their supervisors ( N = 180) responded to questionnaires measuring these three dimensions and various organizational, work context, and individual factors 4 months after the airmen had completed the training program. The results indicated that airmen obtained differential opportunities to perform trained tasks and that these differences were related to supervisory attitudes and workgroup support as well as the trainee's self-efficacy and cognitive ability. Implications for training research and practice are discussed.