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We argue that effective knowledge transfer occurs when there is a fit between individual readiness to transfer knowledge and organizational receptivity to knowledge.
In addition to the traditional error management training designs (i.e., positive error framing), the current paper describes additional design elements to promote acquisition of cognitive strategies, prevent premature automaticity, alleviate concerns about error occurrence during learning, and enhance readiness to transfer.
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An improved understanding of offenders' readiness to change would enhance our ability to assess and engage such readiness.
Readiness to change physical activity was not related to readiness to change dietary practices.
Readiness to change fat intake was strongly correlated with readiness to change vegetable intake [ 15].
Readiness to change physical activity and dietary practices were not related (discrepant stages of readiness).
Furthermore, it only assesses readiness to change responsibility and does not assess transition-readiness directly.
Readiness to change was rarely assessed (3 studies).
These may be referred to as lacking readiness to change.
Appendix 1: Readiness To Change (Treatment Version) Questionnaire Items* 1.
This stage-oriented model describes the readiness to change [ 12].
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