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Article
Publication date: 1 August 1998

Eddie W.L. Cheng and Danny C.K. Ho

Two attitudinal (training value and training motivation) and two organizational (opportunity to transfer and transfer reward) factors were proposed to affect the transfer

1940

Abstract

Two attitudinal (training value and training motivation) and two organizational (opportunity to transfer and transfer reward) factors were proposed to affect the transfer of MBA knowledge to the job and were tested using multiple regression analysis. The results indicated that only training value was significantly related to transfer outcome. In other words, the greater the perception of training value, the more would be the training applications. Other factors were shown to have little impact. It might be due to the fact that testing of the transfer of MBA knowledge required a longitudinal approach that should incorporate the identification of what MBA knowledge was to be transferred. Future studies were also suggested to include other individual, attitudinal, and environmental factors to study their effects on training transfer.

Details

Journal of Managerial Psychology, vol. 13 no. 5/6
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 1 June 2015

Piyali Ghosh, Ragini Chauhan and Alka Rai

Of the various factors directly or indirectly influencing transfer of training, supervisor support as a work environment variable is found to have diverse relationships…

2886

Abstract

Purpose

Of the various factors directly or indirectly influencing transfer of training, supervisor support as a work environment variable is found to have diverse relationships with transfer, further complicated with the perspective of time. The purpose of this paper is to bring together findings from past research to have a better insight on the impact of supervisor support on training transfer.

Design/methodology/approach

A qualitative approach has been adopted to review existing research on the selected constructs.

Findings

Literature reveals divergent influences of supervisor support on transfer: some researchers have established a direct-indirect relationship, some opine a positive-negative relationship and few show mixed results. Usually the relation is found to be indirect when trainee characteristics have been used as mediators. The authors may infer that the influence of supervisor support on transfer is contextual and nothing can be said affirmatively on their relation.

Practical implications

Supervisors can harness trainee characteristics by enhancing their motivation to learn and motivation to transfer. They can familiarize trainees with the programme, discuss how to apply newly learnt skills to jobs, set goals and provide timely feedback. Trainers should train supervisors about how to support trainees before, during and after training. Overall, organizations must structure the role of supervisors in a way that would ensure maximized training transfer and effective management of a training programme.

Originality/value

This study provides a better understanding of the association between supervisor support and training transfer, taking into consideration all dimensions, namely positive or negative, direct or indirect and even mixed.

Details

Industrial and Commercial Training, vol. 47 no. 4
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 8 June 2012

Vasiliki Brinia and Maria Efstathiou

This paper aims to present research undertaken in the biggest factory in Greece (Aluminium of Greece SA), pertaining to the transfer of training on safety in the workplace.

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Abstract

Purpose

This paper aims to present research undertaken in the biggest factory in Greece (Aluminium of Greece SA), pertaining to the transfer of training on safety in the workplace.

Design/methodology/approach

Several factors (thought to affect training transfer) were measured, in order to assess whether there were favourable conditions for training transfer to happen within the specific workplace. In total, 134 questionnaires were distributed to “first line” workers of the factory, of which 88 were returned completed and processed. Subsequently, five interviews were held with their supervisors; in that respect, triangulation of data was achieved.

Findings

All factors examined here (e.g. trainee motivation, career goals, commitment, training design, working climate) were sufficiently developed within the specific workplace.

Research limitations/implications

This research is a case study. It has some limitations, which include its time and cost constraints and the research was also based on a specific factory.

Originality/value

There has been little research in Greece on training transfer. The present research is based on an industrial setting (factory) where health and safety issues are of paramount importance.

Details

Industrial and Commercial Training, vol. 44 no. 4
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 31 October 2022

Raphael Papa Kweku Andoh, Emmanuel Afreh Owusu, Elizabeth Cornelia Annan-Prah and Georgina Nyantakyiwaa Boampong

This study aims to examine the web of relationships among training value, employee internal states (psychological empowerment, employee engagement and motivation to…

Abstract

Purpose

This study aims to examine the web of relationships among training value, employee internal states (psychological empowerment, employee engagement and motivation to transfer) and training transfer.

Design/methodology/approach

Data is obtained from different categories of employees a few months after attending different training programs organized by their organization. Structural equation modeling is used to analyze the data. Bias-corrected and accelerated (BCa) confidence intervals are used to determine the significance of the hypothesized paths.

Findings

This study finds that training value relates to motivation to transfer, psychological empowerment and employee engagement. Motivation to transfer also relates to training transfer and employee engagement. Again, psychological empowerment relates to motivation to transfer, employee engagement and training transfer. Concerning the mediated relationship, psychological empowerment and motivation to transfer fully mediate the relationship between training value and training transfer.

Practical implications

Internal states must be the focus of human resource department (HRD) scholars in their quest to discover training transfer improvement mechanisms. HRD practitioners and organizations generally should also prioritize the enhancement of the internal states of employees to aid training transfer.

Originality/value

In this study, training transfer facilitating factors particularly employee internal states are explored by examining the web of relationships comprising training value, motivation to transfer, psychological empowerment, employee engagement and training transfer in a pentagonal model using a homogeneous sample with a common understanding of training transfer due to the similarities in their training as well as job conditions.

Details

The Learning Organization, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0969-6474

Keywords

Book part
Publication date: 6 December 2021

Megan E. Gregory, Daniel M. Walker, Lindsey N. Sova, Sheryl A. Pfeil, Clayton D. Rothwell, Jaclyn J. Volney, Alice A. Gaughan and Ann Scheck McAlearney

Health-care professionals undergo numerous training programs each year in order to fulfill licensure requirements and organizational obligations. However, evidence…

Abstract

Health-care professionals undergo numerous training programs each year in order to fulfill licensure requirements and organizational obligations. However, evidence suggests that a substantial amount of what is taught during training is never learned or transferred back to routine work. A major contributor to this issue is low training motivation. Prior conceptual models on training transfer in the organizational sciences literature consider this deficit, yet do not account for the unique conditions of the hospital setting. This chapter seeks to close this gap by adapting conceptual models of training transfer to this setting that are grounded in organizational science. Based on theory and supplemented by semistructured key informant interviews (i.e., organizational leaders and program directors), we introduce an applied model of training motivation to facilitate training transfer in the hospital setting. In this model, training needs analysis is positioned as a key antecedent to ensure support for training, relevant content, and perceived utility of training. We posit that these factors, along with training design and logistics, enhance training motivation in hospital environments. Further, we suggest that training motivation subsequently impacts learning and transfer, with elements of the work environment also serving as moderators of the learning-transfer relationship. Factors such as external support for training content (e.g., from accrediting bodies) and allocation of time for training are emphasized as facilitators. The proposed model suggests there are factors unique to the hospital work setting that impact training motivation and transfer that should be considered when developing and implementing training initiatives in this setting.

Details

The Contributions of Health Care Management to Grand Health Care Challenges
Type: Book
ISBN: 978-1-80117-801-3

Keywords

Abstract

Details

The Emerald Review of Industrial and Organizational Psychology
Type: Book
ISBN: 978-1-78743-786-9

Article
Publication date: 14 June 2022

Zahid Hussain Bhat, Rouf Ahmad Mir, Raja Rameez and Riyaz Ahmad Rainayee

This study aims to highlight the role of individual and instructional design factors on training transfer and explore and review focal training factors that influence the…

Abstract

Purpose

This study aims to highlight the role of individual and instructional design factors on training transfer and explore and review focal training factors that influence the transfer of training.

Design/methodology/approach

A conceptual framework has been developed for this study to better present the prevalent factors that have been empirically validated.

Findings

The facets of transfer encompassed in this study have gathered enough evidence to demonstrate a positive association with the transfer. This review points out that all predictor variables (learner characteristics, instructional design and environmental factors) positively and significantly influence the transfer of training. A mix of variables is proposed, with further investigation recommended to develop a robust training transfer hypotheses.

Research limitations/implications

This study contributes to the training transfer literature in three ways. First, the authors have shown the positive influence of pre-training factors on training transfer. This study is grounded in a robust theoretical framework, thus fulfilling the previous gaps. This conceptual study elaborates on the importance of factors to establish the training transfer hypothesis. Future studies should test the suggested framework and look for other things that could help learners be more effective and motivated so that training can be more effective and transferable.

Practical implications

This study has significant findings for organizations operating in the current business scenario to enhance learning transfer, where the transfer is very low and a significant cause of concern for every organization. By making management aware of the success factors of training transfer, they can ensure a better training transfer. In this study, the transfer design considerations are discussed in detail, and their practical consequences are provided for training transfer in general and training professionals in particular.

Originality/value

The training transfer literature showcases two significant gaps; first, it lacks appropriate characteristics, and second, there is variability in the results. This study bridges the gaps and attempts to advance our understanding of training transfer grounded in the theoretical framework by focusing on learner characteristics, instructional design and work environment in training transfer, which predictor variables can improve training transfer. This study also contributes to the current training transfer literature by proposing a combination of factors that provide a theoretical foundation for developing a solid training transfer theory.

Details

Industrial and Commercial Training, vol. 54 no. 4
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 14 March 2022

Shahbaz Sharif, Mary Braimah and Alice Emmanuela Dogbey

Public and private universities keep facilitating knowledge transfer and sharing within academic institutions. Multiple factors have been investigated to strengthen the…

Abstract

Purpose

Public and private universities keep facilitating knowledge transfer and sharing within academic institutions. Multiple factors have been investigated to strengthen the infrastructure of these universities; however, the researchers have always been trying to explore the best one. Therefore, the purpose of this study is to investigate the influence of academic supports on motivation to learn (MTL) and transfer, in turn, influence transfer of training (TOT). Interestingly, the sector (i.e. public or private universities) unveils TOT to see whether the public sector has best practices or private.

Design/methodology/approach

This study adopts valid measurement instruments from the literature studies. This study pretests the validity and reliability of the instruments. This study administers the designed survey questionnaire among the faculty members of both public and private universities. This study uses a convenient sampling approach using a quantitative research method. By applying Smart partial least square (PLS) 3.3.3, this study uses structural equation modeling.

Findings

This study supports that organization, supervisor and peer support significantly and positively influence TOT. Additionally, MTL and motivation to transfer (MTT) significantly and positively mediate the link between TOT and organizational, supervisor and peer support. MTL also significantly and positively influences MTT. Most interestingly, the sector significantly and positively moderates the link between TOT and organizational, supervisor and peer support, MTL and transfer.

Practical implications

The results support the public and private universities that they should develop the infrastructure containing learning motivation and transfer for easy TOT. This would be more effective if the in higher educational institutions (HEIs) follow research findings.

Originality/value

This study empirically tests the impacts of academic supports on MTL and transfer, which boosts the TOT. The novelty of the research can be implemented in HEIs’ rules and regulations.

Details

European Journal of Training and Development, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 7 December 2021

Sumita Mishra and Malabika Sahoo

This paper aims to synthesize existing knowledge on trainee motivation to transfer (MTT) soft skills training through a systematic literature review (SLR).

Abstract

Purpose

This paper aims to synthesize existing knowledge on trainee motivation to transfer (MTT) soft skills training through a systematic literature review (SLR).

Design/methodology/approach

By applying a rigorous reproducible process, this SLR identified a total of 33 peer-reviewed articles on MTT in soft skills training.

Findings

The systematic review offers several important findings. First, research on MTT has accelerated in the recent past with studies conducted in varied geographic contexts. Second, MTT has been operationalized and measured as an antecedent and mediator of training transfer as well as an outcome itself is sampled papers. Third, MTT is recognized as critical in facilitating the transfer of soft skills. Finally, an investigation of empirical studies helped locate gaps in research methodologies, measurement of MTT and finally its predictors.

Research limitations/implications

The study is limited by the search string and its choice of peer-reviewed articles published in the English language only.

Originality/value

In the absence of systematic reviews on MTT in the context of soft skill, the study contributes immensely by providing an updated, cogent summarization of extant work and potential directions for future research/practice.

Article
Publication date: 11 February 2022

Ramnath Dixit and Vinita Sinha

The purpose of this paper is to guide decision-makers in the learning and development space with effective and efficient training transfer tools and techniques to…

Abstract

Purpose

The purpose of this paper is to guide decision-makers in the learning and development space with effective and efficient training transfer tools and techniques to facilitate workplace implementation of skills and knowledge disseminated during training interventions.

Design/methodology/approach

Insights were drawn using a quantitative method study involving survey questionnaire responses from 300 respondents representing eight industry sectors.

Findings

Investigations revealed that the effectiveness and efficiency of training transfer tools are strongly correlated and enable workplace application of skills and knowledge.

Practical implications

Use of appropriate training transfer tools and techniques delivers superior returns on training investments and accomplishment of business results through desired behavior change in employees.

Originality/value

The study promises to be the first of its kind and provides a fresh perspective towards enabling practical workplace application of trained knowledge and skills using effective and efficient transfer strategies.

Details

Journal of Workplace Learning, vol. 34 no. 6
Type: Research Article
ISSN: 1366-5626

Keywords

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