ABSTRACT
This chapter examines a theoretical framework, based on organizational theory, that characterize the factors and processes comprising the context within which training interventions are implemented and transferred. It examines the conceptualization of transfer processes beyond the narrow, horizontal training to performance environment relationship characteristic of traditional approaches. The chapter focuses on conceptual framework that integrates training with concepts drawn from organizational systems theory. The application of the contextual themes represented in climate theory and related research domains provides a conceptual foundation for a more integrative approach to the training implementation and transfer problem. The chapter examines the position that the incorporation of a systems perspective identifies issues that must be addressed to ensure that training contributes to desired changes. In addition to its theoretical and research value, the model serves to identify issues of practical concern during the design, development, and delivery of training.
