What is he best known for?
The fields of study he is best known for:
- Social psychology
- Social science
- Industrial and organizational psychology
J. Kevin Ford mostly deals with Applied psychology, Social psychology, Transfer of training, Transfer of learning and Organizational behavior.
J. Kevin Ford combines subjects such as Quality, Pedagogy and Psychological research with his study of Applied psychology.
J. Kevin Ford usually deals with Social psychology and limits it to topics linked to Empirical research and Moderation and Organizational commitment.
His Transfer of training research is multidisciplinary, incorporating elements of Training design, Operationalization and Conceptualization.
His work in Operationalization covers topics such as Knowledge management which are related to areas like Management science.
His study explores the link between Organizational behavior and topics such as Personnel selection that cross with problems in Industrial and organizational psychology.
His most cited work include:
- International review of industrial and organizational psychology (2478 citations)
- TRANSFER OF TRAINING: A REVIEW AND DIRECTIONS FOR FUTURE RESEARCH (2259 citations)
- Application of cognitive, skill-based, and affective theories of learning outcomes to new methods of training evaluation. (1282 citations)
What are the main themes of his work throughout his whole career to date?
J. Kevin Ford spends much of his time researching Industrial and organizational psychology, Transfer of training, Knowledge management, Social psychology and Applied psychology.
His study in Industrial and organizational psychology is interdisciplinary in nature, drawing from both Organizational behavior, Organization development, Engineering ethics, Consulting psychology and Social science.
His research integrates issues of Operationalization, Process and Medical education in his study of Transfer of training.
The various areas that J. Kevin Ford examines in his Knowledge management study include Generalization, Human resources and Organizational change.
His Social psychology research focuses on Cognitive psychology and how it connects with Developmental psychology.
His biological study spans a wide range of topics, including Training, Function, Affect and Goal orientation.
He most often published in these fields:
- Industrial and organizational psychology (22.22%)
- Transfer of training (20.37%)
- Knowledge management (17.59%)
What were the highlights of his more recent work (between 2016-2021)?
- Transfer of training (20.37%)
- Medical education (11.11%)
- Knowledge management (17.59%)
In recent papers he was focusing on the following fields of study:
J. Kevin Ford mostly deals with Transfer of training, Medical education, Knowledge management, Psychological intervention and Training.
His Transfer of training study is concerned with Cognitive psychology in general.
He works mostly in the field of Medical education, limiting it down to topics relating to Perception and, in certain cases, Institution and Value, as a part of the same area of interest.
His Knowledge management study combines topics from a wide range of disciplines, such as Organizational change and Human resources.
While the research belongs to areas of Process management, J. Kevin Ford spends his time largely on the problem of Context, intersecting his research to questions surrounding Training design.
His studies deal with areas such as Applied psychology, Employee development and Training and development as well as Professional development.
Between 2016 and 2021, his most popular works were:
- 100 years of training and development research: What we know and where we should go. (127 citations)
- The State of Transfer of Training Research: Moving Toward More Consumer‐Centric Inquiry (70 citations)
- Transfer of Training: The Known and the Unknown (50 citations)
In his most recent research, the most cited papers focused on:
- Social science
- Social psychology
- Industrial and organizational psychology
The scientist’s investigation covers issues in Transfer of training, Knowledge management, Psychological intervention, Training and Context.
To a larger extent, he studies Cognitive psychology with the aim of understanding Transfer of training.
His Knowledge management research is multidisciplinary, relying on both Generalization and Human resources.
Psychological intervention is connected with Paradigm shift and Perspective in his research.
His research in Training intersects with topics in Professional development, Employee development and Applied psychology.
Many of his studies on Context apply to Process as well.
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