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The purpose of this paper is to explicate and test an intention-based model to explain transfer of training behavior. The theory of planned behavior (TPB) is utilized to examine the role of transfer intention in the transfer of training process.

A sample of 132 construction practitioners in Hong Kong was adopted. All measurement and structural models were assessed with structural equation modeling.

Results showed that the three antecedents positively affected transfer intention, while perceived behavioral control and transfer intention affected transfer behavior positively. Moreover, a post hoc analysis supported the mediating role of transfer intention in the relationship between the antecedents and transfer behavior.

Confirmation of the mediating role of intention has ascertained that it should be the core of a transfer of training model. To strengthen the transfer behavior, one has to find ways to increase the intention to transfer.

This paper examined an intention-based model of transfer of training based on the TPB. The latter has rarely been applied to the prediction of transfer behavior.

The purpose of this paper is to test and explain the context where motivation to learn (MTL) reduces innovative behavior in the organizational context.

The authors used questionnaire survey to collect data in a field study. In order to test the moderating effect of transfer climate, MTL on the relationship between MTL and innovative behavior, a sample of 606 employees was analyzed to examine the theoretical expectation by using multiple regression and bootstrapping.

The authors found employees motivated to learn showed less innovative behavior when perceived transfer climate is less favorable. The authors further revealed that motivation to transfer mediates the moderating effect of transfer climate for the relationship between MTL and innovative behavior.

One suggestion for further research is to investigate the relationship among the four constructs by using multi-source, multi-wave and multi-level method.

This study provides several useful guidance of how organization and manager avoid the negative effects of MTL through encouraging employees to learn new knowledge and skills, and providing employee opportunities to use their acquired knowledge and skills.

The authors contribute to the motivational literature by taking a step further to understand the effect of MTL. The authors propose and confirm that employee MTL can lead to negative outcomes when individuals perceived transfer climate is low. The results offer new insight beyond previous findings on positive or non-significant relationship between MTL and innovative behavior. The results further show that this interactive effect is induced by motivation to transfer. Particularly, low transfer climate reduces individuals’ motivation to transfer, and individuals with high MTL have low innovative behavior when they are less motivated to transfer.

This research examines farmers’ cognitions to the policy and how such cognitions influence their intentions and behaviors of land transfer, with the implementation of the Three Rights Separation (TRS) policy.

Using data collected from the Beijing area, this research tests the relationship between farmers’ policy cognition and their intention/behavior through the mediation of their psychological constructs. Both Causal step test and Bootstrap test are adopted.

Farmers’ intention of land transfer is influenced by their cognition of the TRS policy. In this process, farmers’ psychological constructs play a mediating role between their policy cognition and their intentions of land transfer, thereby eventually influencing their behaviors. This research confirms that institutions are not exogenous and the policy is not wishful thinking from the government. Instead, any policies, even enacted by governmental authority, have to be internalized within target groups’ cognition to be implemented.

Land transfer deserves close attention since it is the direct aim of the TRS reform. In this regard, this paper, based on an institutional perspective, aims to extend our understanding on the incentives of land transfer. This research proposes a revised model of planned behavior and argues that farmers’ intention of land transfer is influenced by their cognition of the TRS policy. On one hand, this study is the first to examine farmers’ cognition formed through the implementation of the TRS policy. On the other hand, it reveals the path of how policy can finally influence farmers’ intentions and behaviors through shaping their cognitions and changing subjective perceptions, which enriches our understanding of the mechanism of how policy has a concrete impact on society.

Integrating anxiety and uncertainty management (AUM) theory and theory of organizing, this study aims to contribute to the knowledge management literature by examining the interdependent and bidirectional nature of knowledge transfer between expatriates and host country nationals (HCNs). Specifically, the authors investigate how receivers’ cognitive response to senders’ behaviors during their interactions becomes an important conduit between senders’ behaviors and the successful transfer of knowledge.

The authors used the actor partner interdependence model to analyze data from 107 expatriate-HCN dyads. The authors collected the responses of these expatriate-HCN dyads in Shanghai, Taipei, Hong Kong, Vietnam, South Korea, Malaysia, Thailand, Indonesia and India.

Receivers’ interaction anxiety and uncertainty, as a response to senders’ relationship building behaviors, mediate the relationship between senders’ relationship building behaviors and successful knowledge transfer. When senders are expatriates, senders’ communication patience and relationship building behaviors interact to reduce the direct and indirect effects of both receivers’ interaction anxiety and uncertainty. However, when senders are HCNs, the moderation and moderated mediation models are not supported.

The study contributes to the knowledge management literature by investigating knowledge transfer between expatriates and HCNs using an interpersonal cross-cultural communication lens. The authors make refinements to AUM theory by going beyond the sender role to highlighting the interdependence between senders and receivers in the management of anxiety and uncertainty which, in turn, influences the effectiveness of cross-cultural communication. The study is also unique in that the authors underscore an important yet understudied construct, communication patience, in the successful transfer of knowledge.

This research takes the transfer behavior of users from Tencent QQ to WeChat as an example to discuss the wider transfer behavior of social media users on the Internet.

This paper collects data through a combination of offline interviews and online questionnaire surveys, and utilizes data analysis tools to construct structural equation modeling (SEM). Using Statistical Product and Service Solutions (SPSS) Statistics 22.0 and Analysis of Moment Structures (AMOS) 22.0 software with SEM, this study was carried out to provide reasonable statistical support for relevant proposed hypotheses based on 368 effective samples acquired through the questionnaire.

The findings of this study show that subjective norm, transfer experience, social communication, and knowledge acquisition all have significant associations with transfer intention and switching behavior. To be specific, transfer intention exerts a positive association on switching behavior; function setting, privacy protection and personal innovation have a favorable association with transfer intention; transfer cost has a significantly negative relationship with transfer intention and switching behavior; function setting has no important relationship on switching behavior.

The research results provide a reference for improving the viscosity and loyalty of social media users in the new era and resolving the problem of user churn.

Knowledge management has historically been approached in private firms as a key factor for business management. However, this is not the case for government institutions. The existing literature on the transfer of knowledge appears as a topic little addressed in government and even to a lesser degree within the police forces. This study aims to evaluate the relationship between motivation, knowledge absorption, knowledge transfer and innovative behavior in a public organization such as the Puerto Rico Police.

This quantitative research using the survey technique had the participation of 300 police officers from the 13 police regions of Puerto Rico and the research model was analyzed through partial least squares structural equation modeling.

The results contribute to the growth of the currently limited literature at identifies how motivation, knowledge absorption, knowledge transfer and institutional support influence innovative behavior.

The study discusses a series of implications on less explore the issue in how the transfer of knowledge becomes a key force to produce change and the success of all reforms. Various implications for the success of public administration in bringing a change from a bureaucratic culture to an advanced one are also discussed.

Recent developments in research related to training transfer have recognized transfer as a complex process rather than a product of training. Transfer intention has been viewed as the first and most crucial stage in the transfer process. Despite its importance in determining the extent to which training transfer can occur, transfer intention has not been examined sufficiently in the literature. This paper aims to address this deficiency.

For the purpose of enhancing the knowledge and understanding of transfer intention as an important facet of the transfer process, the study was conducted to examine the influences of self‐efficacy as an individual‐level factor and supervisor support as an organizational‐level constituent on transfer intention. Owing to the paucity of research on transfer intention, the theoretical framework on the bases of which the hypotheses regarding the relationships between those two antecedents and transfer intention were constructed was partially supplemented by the Theory of Planned Behavior. The mediation role of motivation to learn in each of those relationships was also investigated, based on a series of regression analyses performed on the data collected from 287 public employees in Saudi Arabia.

The results showed that supervisor support was the most salient factor that affects transfer intention. Motivation to learn was found to influence transfer intention directly and to partially mediate the relationships of transfer intention with supervisor support and self‐efficacy.

Further analysis showed that supervisor support fully mediates the relationship between self‐efficacy and transfer intention.

Multiple topics often exist on social media platforms that compete for users' attention. To explore how users’ attention transfers in the context of multitopic competition can help us understand the development pattern of the public attention.

This study proposes the prediction model for the attention transfer behavior of social media users in the context of multitopic competition and reveals the important influencing factors of users' attention transfer. Microblogging features are selected from the dimensions of users, time, topics and competitiveness. The microblogging posts on eight topic categories from Sina Weibo, the most popular microblogging platform in China, are used for empirical analysis. A novel indicator named transfer tendency of a feature value is proposed to identify the important factors for attention transfer.

The accuracy of the prediction model based on Light GBM reaches 91%. It is found that user features are the most important for the attention transfer of microblogging users among all the features. The conditions of attention transfer in all aspects are also revealed.

The findings can help governments and enterprises understand the competition mechanism among multiple topics and improve their ability to cope with public opinions in the complex environment.

Numerous studies highlight the importance of knowledge transfer between projects, but the influence factors are still debated. As a contribution to the identified gap, the purpose of this paper is to investigate the role of organizational context, project characteristics and social relations in the inter-project knowledge transfer within the project-based organizations (PBOs).

This paper collects the data through 268 sample questionnaires from Chinese construction sectors and applies the structure equation modeling to analyze knowledge transfer between projects in PBOs.

The results indicate the organizational context (meeting system, reward system and shared culture) and project characteristics (similarity and urgency) are antecedents affecting social relations (communication, trust and reciprocity) between project teams, and their social relations further influence the effectiveness of inter-project knowledge transfer.

The study highlights the role of organizational context and effect of social relations for inter-project knowledge transfer in PBOs, and provides valuable suggestions for knowledge and project management in PBOs.

The purpose of this paper is to describe the supervisor behaviours that employees found to be helpful and unhelpful in facilitating training transfer. The study aims to provide rich qualitative data from the employee's perspective.

This study utilises a cross‐sectional design. A case study and a qualitative interpretivist approach were used to interpret the employee's responses. In total 24 semi‐structured interviews were conducted and responses were analysed with the aid of NVivo.

The results suggested what supervisors did prior to, during and after course attendance was critical to training transfer. Supportive behaviours prior to the course included motivating, encouraging and setting expectations. Practical support provided during the course signalled the value that the supervisor placed on the course. Meetings held after the course provided the best opportunity to support transfer. Transfer was maximised when participants experienced a positive role model and when supervisors showed interest in their experience of the course, encouraged and sponsored new initiatives, and involved them in decision‐making. The main perceived hindrances to training transfer were culture, policies and a lack of encouragement.

This is a qualitative study in a field of inquiry dominated by quantitative approaches. The results highlight the employee's perspective concerning what they found to assist in training transfer. This methodology is rarely evidenced in the extant literature.