Although billions of dollars are spent annually on training and development, much about the transfer processes is not well understood. This study investigated the interaction of workplace climate and peer support on the transfer of learning in a corporate field setting. Supervisor ratings of performance on several skill dimensions were obtained before and after training. Trainees in a division with a more favorable climate and those with greater peer support showed greater improvement. In addition, peer support mitigated the effects of a negative climate. Trainees with peer support in a negative climate achieved the same degree of transfer as trainees in a positive climate. These results suggest that more proximal factors, like peer support, can overcome the effect of more distal factors, like climate, in promoting transfer. This study also advances understanding of the transfer process by assessing workplace environment with the use of measures other than trainee perceptions.
With a rapidly aging demographic, the labour force attachment of older Canadians has become a key area of policy research for mitigating ensuing economic issues. This paper examines the labour force attachment of older Canadians aged 50 years and older through the use of four labour force outcomes: labour force participation, employment status, full-time full-year status, and retirement status. Two sub-samples are created based on age to compare the impact and change in behavior of individuals approaching the normal retirement age of 65 (i.e. 50-64) to those who have passed this age (i.e. 65+). Furthermore, genders are analyzed separately in order to assess the differences in behavior between men and women. Determinants for the fouroutcomes are also assessed. These include, but are not limited to, age group, marital status, educational attainment, region of residence, and presence of children in the household. Of the analyzed determinants, the results suggest that age is the most impactful factor for men and women in both the 50-64 and 65+ sub-samples. Compared to the youngest age categories, older individuals are less likely to have strong labour force attachment. Marital status and educational attainment also demonstrate to be important determinants for the labour market outcomes of older workers. The results for marital status suggest differing experiences for men and women in the 50-64 and 65+ sub-samples and those for educational attainment generally show that higher educational attainment is associated with stronger labour force attachment.