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This study aims to examine the relationship between religiosity, trainees’ reaction and motivation to transfer in the context of public sector organizations in Malaysia.

Structured equation modeling is conducted on survey data from 306 public sector employees in Malaysia.

The result of this study highlights the importance of religiosity as a trainee characteristic factor that can influence employee reaction toward the training program, and ultimately demonstrates positive intention to transfer the training outcomes to the workplace. In other words, the findings reveal that reaction has a mediating effect on the relationship between religiosity and motivation to transfer.

This study provides guidance to training practitioners (e.g. training consultant company), who wish to enhance a positive training reaction of public sector employees in Malaysia. A significant relationship between religiosity and reaction indicates that the importance of religious elements to be included in the training program when conducting training to public sector employees in Malaysia.

The findings of this study are very important because the relationship between religiosity, reaction and motivation to transfer has not been examined before. Besides, no study on the relationship between religiosity and reaction has been traced. Furthermore, the role of reaction as a mediator between religiosity and motivation to transfer has not been studied so far.

This study aims to examine the constructs of job satisfaction and organizational commitment (OC) as the determinants of customer-perceived service quality in higher education context. It also explores the role of OC in mediating the dynamics of the relationship.

It applied the cross-sectional, ex post facto survey method to acquire data from 1,776 respondents at Aden University. Two sets of questionnaires on job satisfaction, OC and perceived service quality were filled out by 296 academic staff and 1,480 students. Data were analyzed using structural equation modeling.

The results showed that job satisfaction exercised a significant positive effect on OC and students’ perception of service quality (i.e. the quality of lectures delivered in class that shaped their learning experiences). OC also significantly affected students’ perception of service quality and partially mediated the effect of job satisfaction on perceived service quality.

The current research only investigated the outcomes of job satisfaction and did not cover critical antecedents of job satisfaction, such as employee training and development, rewards and benefits and the like. Its outcomes have important implications for managing the link between organizational practices and customers perception of service quality in higher education context.

The results have accentuated the importance of universities’ ensuring and increasing faculty’s job satisfaction and commitment if they seek to enhance students’ perception of service quality. Universities can do so by improving their organizational practices, which are expected to result in faculty well-being and improved working conditions.

The results have contributed new insights into the current understanding of the dynamics between and among job satisfaction, OC and customers’ perceptions of service quality. It has demonstrated how OC is shaped by job satisfaction and can influence the quality of services rendered by employees if they are happy and satisfied with the organization.

This study aims to investigate the relationships among perceived organizational support (POS), transfer of training outcomes to the workplace and service quality in the context of public sector organizations in Malaysia.

The data for this study have been collected from three sources, the employees of public sector organizations in Malaysia, their supervisors and their colleagues through surveys.

The findings reveal that transfer of training has a mediating effect on the relationship between POS and service quality.

The findings illustrate that both elements, which are the support from organization (in terms of valuing employee contribution and caring about their well-being) and employee work attitude (applying the knowledge, skills and attitudes that are learned during training on the job) are significant in influencing employee service quality.

This study adds to the small number of studies examining the mediator of the POS and service quality relationship. Such research is essential to understand a mechanism that links POS and service quality. This study also extends the literature by examining together the factor (POS) and the consequence (service quality) of transfer of training. To date, the number of empirical studies that have examined the factors and the consequences of transfer of training in one framework is still limited.

One important factor that influences the success of transfer of training in the workplace is the employees' learning level following the training. The association between learning and transfer of training has been established by previous studies. However, to date only a few empirical studies have examined the moderating factor that could strengthen the link between these two variables. This study has been conducted to addresses this gap. Specifically, the purpose of this paper is to explore the moderating effect of job satisfaction on the relationship between learning and transfer of training.

The data for this study have been collected from two sources: the employees of public sector organizations in Malaysia and their supervisors through surveys.

The findings reveal that learning has an important role as a predictor of transfer of training but job satisfaction was found to have no moderating effect in this study.

The finding illustrate that management in public sector need to ensure that the employee gains new knowledge and skills from a particular training they have attended, in order to maximize return on training investment.

This study extends the discussion and understanding on factors that influence transfer of training at public sector organizations in a non-Western context, specifically Malaysia, a developing country in Southeast Asia.

The purpose of this study is to highlight the importance role of transfer of training as a mediator in the relationship between training and service quality.

The data of this study were collected from three sources: the employees of public sector organizations in Malaysia who participated in a Basic Financial Management training program, their supervisors and their colleagues through surveys. The data were analyzed using structural equation modeling.

The findings reveal that transfer of training mediated the relationship between training and service quality.

The finding illustrate that management in public sector need to ensure that their employees apply the new learned knowledge and skills at the workplace following the training to maximize the return of training investment.

This study extends the literature by providing empirical evidence that transfer of training has a mediating effects on the relationship between training and employee service quality in the context of public sector organizations in Malaysia, a non-Western context that located in Southeast Asia.

The role of perceived organizational support (POS) and job satisfaction on the effectiveness of transfer of training in the workplace has begun to receive attention among recent studies. However, there is still limited understanding of how these factors may work together to affect the transfer of training. The purpose of this paper is to address this gap by exploring the relationship between POS, job satisfaction and transfer of training.

The data of this study have been collected from a group of employees, and their supervisors through survey. The data were analyzed using structural equation modeling.

The findings reveal that job satisfaction mediates the relationship between POS and transfer of training.

This study suggests that POS can improve employees’ job satisfaction, which in turn increase transfer of training in the workplace. The significant relationship between the factors (POS – job satisfaction – transfer of training) is an important finding that has not been empirically determined previously, particularly in the transfer of training literature. The findings show that job satisfaction plays an essential role as a mediator in the relationship between POS and transfer of training.