Making safety training stickier: A richer model of safety training engagement and transfer

Introduction: Compared to other types of occupational training, safety training suffers from several unique challenges that potentially impair the engagement learners and their subsequent application or “transfer” knowledge skills upon returning job. However, existing research on tends focus specific factors in isolation, such as design features social support. The aim this is develop an overarching theoretical framework integrates contributing transfer. Method: We conducted a comprehensive qualitative review was published between 2010 2020. searched Web Science, Scopus, Google Scholar, yielding 147 articles, 38 were included. content analyzed article summaries arrive at core themes combined them with contemporary models general rich model Results: propose combination pre-training individual, organizational, contextual factors, interact delivery factors. Safety conceptualized three-component psychological state: affective, cognitive, behavioral. Organizations should prioritize readiness modules address attitudes beliefs, optimize transfer climate, critically reflect strategy deliver so maximized. Conclusions: There are practical organizations can use before (e.g., tailoring employees’ characteristics), during ensuring trainer credibility adult learning principles), after integrating learned concepts into systems). Practical Applications: For ‘stick,’ workers be affectively, cognitively, behaviorally engaged learning, which will result new skills, improvements attitudes, behaviors workplace. To enable engagement, practitioners must apply principles, make relevant, tailor job individual needs. After ensure embedded aligned systems routines promote