Introduction: Infectious disease training is considered vital in health care systems to improve knowledge, skills, and work performance of infection control professionals. However, the extent to which trainees effectively transfer knowledge, skills, and attitudes that they acquire through training has received little attention. This study aimed to identify factors influencing training transfer of infection control professionals receiving infectious disease training. Methods: This cross-sectional study selected infection control professionals who completed an infectious disease training program provided by Korea Human Resources Development Institute for Health and Welfare. A self-reported questionnaire was used to collect data on sociodemographic variables, trainee characteristics, training design, work environment, and training transfer. Data analysis was conducted using SPSS (version 26.0). Results: The mean age of the 139 participants was 41.45 years, and 77% were female participants. Regression analysis indicated that the following factors significantly influenced the training transfer of infection control professionals and thereby decrease morbidity and mortality: for trainee characteristics, transfer experience (b = 0.205, P = 0.012) and motivation to learn (b = 0.196, P =0.016); for training design, learning objectives (b = 0.269, P = 0.021), goals (b = 0.356, P =0.023), and methods (b = 0.365, P = 0.020); and for the work environment, supervisor support (b = 0.275, P =0.024) and colleague support (b = 0.474, P = 0.022). Conclusion: Future training programs for improving training transfer should focus more on strategies to improve the motivation for training transfer. Trainees should be guided on (1) how to apply training knowledge in specific clinical contexts to improve their performance and (2) potential methods to get support from their supervisors and colleagues during training.
In existing generational research, millennials are generally described to have a low level of job involvement. However, there is still little agreement on how to classify generations, which can be regarded as an artificial concept. Therefore, describing a specific generation with a fixed characteristic increases the possibility of committing overgeneralization errors. Because significant individual differences can exist between employees classified as belonging to the same generation, this study investigated whether individual differences actually appear in millennials' job involvement. It was found that individual differences do exist to an extent similar to other variables, so whether individual-level factors can explain the variation was examined. Differences in millennials' job involvement could be significantly explained by LMXSC and person-job fit but not core self-evaluation. Finally, theoretical and practical implications of the findings and suggestions for subsequent studies are proposed.
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