Predictors of a successful implementation of an ergonomic training program

Job, organizational and individual predictors of a successful implementation of an ergonomic training program were evaluated in a single-case study. The conceptual model of learning transfer of Baldwin and Ford (1988) was adapted for an ergonomic context. 116 employees in a large production company underwent a comprehensive ergonomic training. Transfer of training into practice was measured by the number of ergonomic improvements which were realized in the company in the years after the training. Job, organizational and individual variables explained 35% of the variance of learning transfer in to the organization. Psycho-social resistance attitudes and management support were found to be the most important predictors of implementation failure and success.