Change in work behavior is often the primary goal of diversity training, but few studies have examined transfer of diversity training. In this longitudinal field study, the authors measured cognitive, affective, and behavioral learning outcomes after a diversity training program as well as the subsequent use of transfer strategies on the job. They examined the influence of learning outcomes, trainee characteristics, and environmental characteristics on the use of transfer strategies. Trainee race/ethnicity and the work unit transfer climate are the best predictors of trainees' transfer strategy use. Among the learning outcomes, skill learning is the only significant predictor of transfer strategy use.
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