An empirical study of factors influencing training transfer in the management training intervention

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yasmin Yaqub ◽  
Arun Kumar Singh ◽  
Tanusree Dutta
Keyword(s):  
Organizational Support ◽  
Self Efficacy ◽  
Management Training ◽  
Training Transfer ◽  
Work Climate ◽  
Equation Modeling ◽  
Training Intervention ◽  
Intervention Design ◽  
Content Type ◽  
Study Results

Purpose The purpose of this study is to predict the transfer of training (ToT) from management training. This study empirically examined the predictive power of ToT factors, namely, individual characteristics (self-efficacy), training intervention design (training approaches) and work climate (organizational support) among the study respondents. Design/methodology/approach All the proposed research hypotheses were tested through survey data. Data was collected using a questionnaire from managers working in different departments of an Indian public manufacturing organization. A sum of 273 usable data was analyzed, and the structural equation modeling technique was used to test the proposed theoretical model. Findings The study results showed a direct and positive association among self-efficacy, work climate and training intervention design with training transfer. The study findings suggest that self-efficacy, training approaches and organizational support predict ToT. Practical implications The study findings have a beneficial impact on designing and delivering successful management training intervention among managers. To enhance training transfer, organizations could consider all these three factors. A replication of the study in national and international settings would help improve generalizability. Originality/value To the best of the authors’ knowledge, this is the first study that explored the new relationships of selected factors with ToT in management training. An improved understanding of the interactive impact of self-efficacy, training approaches and organizational support on the ToT is provided.

Perceived organizational support, self-efficacy and work engagement: testing for the interaction effects

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ibrahim Abaasi Musenze ◽  
Thomas Sifuna Mayende ◽  
Abbey Kalenzi ◽  
Rehema Namono
Keyword(s):  
Primary Education ◽  
Work Engagement ◽  
Organizational Support ◽  
Self Efficacy ◽  
Perceived Organizational Support ◽  
Interactive Effects ◽  
Equation Modeling ◽  
Future Research ◽  
Content Type ◽  
Education Industry

PurposeThe purpose of this paper is to examine the relationship of the interaction effect of perceived organizational support (POS) and self-efficacy (SE) with work engagement (WE) within the primary education industry.Design/methodology/approachThe paper relies on structural equation modeling (SEM) with AMOS (V.22) to test and resolve the conditional hypothesis that fusion of POS and SE is necessary for WE.FindingsThe scale of effect of POS on WE depends on SE; hence, the assumption of nonadditivity is achieved. Precisely, the interaction of POS and SE is necessary for WE.Research limitations/implicationsThe study was based on a single research methodological approach, namely quantitative research methodology, which could have been affected the outcome of this investigation. Future studies could investigate WE interaction model through qualitative lens in order to provide a triangulation opportunity. Moreover, the findings from the current study are cross-sectional, and data were collected at a snapshot. Therefore, future research should consider the multiplicative effects studied in this paper across time.Practical implicationsAttempts to heighten WE levels, among government primary school teachers in Uganda, would require that management regularly ventures into finding a more practical and feasible fusion of POS with SE in order to provide significant levels of WE among employees of primary education industry.Originality/valueThis is the first study that tests the interactive effects of POS and SE on WE in Uganda's primary education industry.

scholarly journals Personality traits, social support, and training transfer

2018 ◽  
Vol 47 (1) ◽  
pp. 39-59 ◽  
Author(s):  
Kueh Hua Ng ◽  
Rusli Ahmad
Keyword(s):  
Social Support ◽  
Personality Traits ◽  
Human Resource Development ◽  
Organizational Support ◽  
Empirical Studies ◽  
Management Training ◽  
Training Transfer ◽  
Situational Factors ◽  
Content Type

Purpose Substantially few or no known empirical studies have explicitly focused on the higher-order construct of motivation in human resource development (HRD), namely, motivation to improve work through learning (MTIWL) as a mediator linking personality traits and social support to training transfer. Hence, the purpose of this paper is to redress the inadequacy by exploring the role of MTIWL as a mediator on such relationships. Design/methodology/approach Consistent with positivism, quantitative data based on self-rating were collected from 131 trainees attending management training programs organized by a public sector training provider in Malaysia. Findings The findings indicate that personality traits (i.e. conscientiousness, extraversion, and agreeableness) and social support (i.e. perceived organizational support and peer support) influenced training transfer via the mediating role of MTIWL. Supervisor support, nonetheless, was not a significant predictor of training transfer through MTIWL. Originality/value This study focuses on a more holistic motivational construct than simple motivation in HRD. The focus on MTIWL extends the existing understanding of the underlying motivational influences that link dispositional and situational factors to training transfer in occupational settings.

Mechanism between perceived organizational support and transfer of training

2018 ◽  
Vol 41 (3) ◽  
pp. 296-313 ◽  
Author(s):  
Talat Islam ◽  
Ishfaq Ahmed
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Self Efficacy ◽  
Transfer Of Training ◽  
Perceived Organizational Support ◽  
Banking Sector ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role

Purpose This study aims to investigate the mechanism between perceived organizational support and transfer of training using self-efficacy and job satisfaction as mediating variables. More specifically, self-efficacy is examined as a mediator between perceived organizational support and job satisfaction, whereas job satisfaction is examined as a mediator between perceived organizational support and transfer of training. Design/methodology/approach This quantitative study is based on data collected from 409 employees of the banking sector on a random basis. Findings Structural equation modeling analysis confirmed the mediating role of job satisfaction between perceived organizational support and transfer of training. In addition, self-efficacy was found to perform the mediating role between perceived organizational support and job satisfaction. Research limitations/implications The data for this study were collected at one point of time, and it has implications for organizations and employees. Originality/value This study highlights the emerging issue of transfer of training and gives a practical model to the organizations to strengthen their human resources. This study is perhaps the first attempt to empirically investigate the mediating role of self-efficacy and job satisfaction.

Training Transfer in the Taiwanese Hotel Industry: Factors and Outcomes

2013 ◽  
Vol 41 (5) ◽  
pp. 761-776 ◽  
Author(s):  
Chun-Chieh Ma ◽  
Hsiao-Ping Chang
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Career Planning ◽  
Training Transfer ◽  
Equation Modeling ◽  
Study Results ◽  
Training Motivation ◽  
And Training

In this study we utilized structural equation modeling to determine the causal relationship between hotel employee attendance at training courses and the antecedents of training motivation (i.e., career planning and perceived organizational support), training transfer, and training results (i.e., job performance and organizational commitment). Data were obtained from a sample of 580 respondents who were drawn from 18 hotels in Taiwan that cater to international tourists. The study results indicated that training motivation was positively related to training transfer and that training transfer was positively related to job performance and organizational commitment. In particular, career planning and perceived organizational support enhanced job performance and organizational commitment through training motivation and training transfer.

Support, training readiness and learning motivation in determining intention to transfer

2019 ◽  
Vol 43 (3/4) ◽  
pp. 306-321 ◽  
Author(s):  
Eun-Jee Kim ◽  
Sunyoung Park ◽  
Hye-Seung (Theresa) Kang
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Supervisor Support ◽  
Training Transfer ◽  
Learning Motivation ◽  
Self Report ◽  
Equation Modeling ◽  
Motivation To Learn ◽  
Supervisory Support ◽  
Content Type

Purpose The purpose of this study is to augment knowledge of how work environment and personal characteristics affect intention to transfer in a work context. This study aims to investigate the factors that can influence intention to transfer training in a professional development training context. The study examined the predictive capacity of organizational support, supervisor support, training readiness and learning motivation on transfer intention among the study respondents. Design/methodology/approach Data were collected from teachers in secondary schools in the USA. The structural equation modeling method was adopted to analyze 216 responses using a self-report survey. Findings We found that (a) organizational support was directly associated with supervisor support for training, (b) supervisor support for training significantly influenced training readiness and motivation to learn, (c) training readiness positively affected motivation to learn, and (d) motivation to learn positively influenced intention to transfer. In addition, supervisor support mediated the relationships between organizational support and training readiness and between organizational support and motivation to learn. Training readiness linked intention to transfer and motivation to learn. Motivation to learn also played a mediating role in the relationship between supervisor support and intention to transfer. Originality/value Our findings add to the academic work on training transfer by empirically analyzing how both the environment (e.g. organizational support) and individual factors (e.g. learning motivation) influence employees’ intention to transfer. In particular, we investigated the potential impact of both organizational support and supervisory support on intentions to transfer, compared to previous studies emphasizing only supervisory support to improve training outcomes.

scholarly journals Psychological climate predicting job insecurity through occupational self-efficacy

2019 ◽  
Vol 48 (2) ◽  
pp. 360-380 ◽  
Author(s):  
Jasmina Tomas ◽  
Darja Maslić Seršić ◽  
Hans De Witte
Keyword(s):  
Work Environment ◽  
Self Efficacy ◽  
Current Knowledge ◽  
Job Insecurity ◽  
Bootstrap Method ◽  
Psychological Climate ◽  
Equation Modeling ◽  
Full Time ◽  
Content Type ◽  
Study Results

Purpose The purpose of this paper is to test the hypothesized mediation model that specifies psychological climate dimensions as antecedents of job insecurity, while accounting for occupational self-efficacy. Stemming from the conservation of resources theory, the authors hypothesize that job challenge, role harmony, leader support and co-worker cooperation negatively relate to job insecurity due to its positive correlation with occupational self-efficacy. Design/methodology/approach Data were collected with a sample of 329 white-collar employees from the ICT sector who were employed full-time and for a period of at least six months in their current organization. All hypotheses were tested via structural equation modeling using the bootstrap method to test the significance of indirect effects. Findings Among the four work environment domains, only job challenge had a significant contribution in explaining job insecurity variance. This relationship was fully mediated by occupational self-efficacy. Research limitations/implications The cross-sectional research design limits the ability to make causality inferences, while the convenience sampling method limits the generalizability of findings. Practical implications The study results indicate that well-designed (i.e. challenging, autonomous and important) job tasks may be advantageous in organizational interventions aimed at reducing job insecurity due to their potential to strengthen employees’ efficacy beliefs. Originality/value The study results contribute to current knowledge regarding the relative importance of work environment antecedents of job insecurity, as well as the prominent role played by occupational self-efficacy in explaining some of these relationships.

Transforming people practices by re-structuring job engagement practices for generation z: An empirical study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Deepika Pandita ◽  
Amresh Kumar
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Reliability And Validity ◽  
Three Dimensions ◽  
Equation Modeling ◽  
Job Engagement ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
Engagement Strategies ◽  
The Individual

Purpose This paper aims to develop the readers’ understanding of the transforming role of job engagement (JOB) drivers, specifically for Gen Z in information technology (IT) Companies across India. It measures the association of JOB and perceived organizational support (POS), perceived supervisor support (PSS) and co-worker relationship (COP) with a very special reference to Gen Z. Design/methodology/approach A total of 302 survey-based responses were collected. To test the conceptualized model of JOB, structural equation modeling was used. Confirmatory factor analysis was conducted using the AMOS platform toward determining the reliability and validity of the individual constructs and the overall model. Findings All three dimensions, namely, POS, PSS and COP, are positively related to JOB. Out of the three, the most contributing extent in engaging Gen Z is PSS. Research limitations/implications A conceptual framework of Gen Z engagement drivers could help human resource (HR) researchers fine-tune Gen Z employees’ retention strategy. The paper shows that it is not about pandering to them but about eliminating blocks so that Gen Z can deliver the future business. Practical implications The outcomes may aid establishments and policymakers in advancing and improving HRs policies in engaging Gen Z, who have started entering the organizations. Originality/value JOB practices can add to the determinations of the HRs processes in the IT start-ups organizations in dealing with Gen Z. This research reconnoiters the drivers of engagement strategies directly impacting JOB Gen Z.

Generation Z and intention to use the digital library: does personality matter?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
M.A. Sanjeev ◽  
Shahnaz Khademizadeh ◽  
Thangaraja Arumugam ◽  
D.K. Tripathi
Keyword(s):  
Technology Adoption ◽  
Digital Library ◽  
Five Factor Model ◽  
Equation Modeling ◽  
Content Type ◽  
Independent Variables ◽  
Generation Z ◽  
Study Results ◽  
The Impact ◽  
Adoption Intention

Purpose This study aims to evaluate the role of personality in digital library systems (DLS) adoption intention among Generation Z (Gen-Z) students. The study uses the unified theory of acceptance and use of technology-2 and the five-factor model to investigate personality’s influence on Gen-Z’s DLS adoption intention. Design/methodology/approach The study is a descriptive causal investigation based on primary data collected through a self-administered survey using pre-validated tools. The study uses structural equation modeling to investigate personality dimensions’ direct and moderating effect on the dependent, independent variables and their relation. Findings The study results indicate that personality has no significant influence on Gen-Z’s DLS adoption, suggesting the ubiquity and inevitability of technology in current times. Also, only performance expectancy had a considerable impact on DLS adoption among Gen-Z going to college – a deviation from past studies where multiple independent variables have influenced DLS adoption when examined from different technology adoption model angles. Research limitations/implications The current research is done on Gen-Z, and thus the results are ideographic to the cohort. Practical implications The results of the study can be used to effectively design and communicate technology-enabled information solutions among the Cohort. Social implications The results of the study help better understand the factors affecting the technology adoption intentions of Gen-Z. Such understanding can help in better design and implementation of technology-enabled solutions for the cohort, maximizing such system adoption and its effective and efficient utilization. Originality/value The study explores the impact of personality on DLS adoption intentions, hitherto unexplored. The research also focuses on Gen-Z – a cohort born in a technology-enabled world whose attitude and preferences towards technology might differ. The study’s findings will help understand the influence of personality on DLS adoption among the Gen-Z and can be used to design, promote and evaluate such systems.

Knowledge hiding in academia: an empirical study of Indian higher education students

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Neha Garg ◽  
Asim Talukdar ◽  
Anirban Ganguly ◽  
Chitresh Kumar
Keyword(s):  
Higher Education ◽  
Academic Performance ◽  
Self Efficacy ◽  
The Body ◽  
Equation Modeling ◽  
Content Type ◽  
Indian Higher Education ◽  
Knowledge Hiding ◽  
Academic Self Efficacy

Purpose This study aims to investigate the role of knowledge hiding (KH) on academic performance, using three antecedents – relatedness with peers, territoriality of knowledge and performance motivation. It also looked into the moderating role of academic self-efficacy upon student’s KH behavior and academic performance. The research was grounded on the theory of reasoned action. Design/methodology/approachx Structural equation modeling (SEM) was used to analyze the five hypotheses. The data was collected through a primary survey based on a structured questionnaire with a sample size of 324 students from the Indian higher education institutions. Findings The study found that performance motivation and territoriality are positively associated with KH, which is further positively related to students’ academic performance. Sense of relatedness had no influence upon KH behavior, implying that proximity of social relationships does not predict KH behavior among students. Additionally, it was also observed that while evasive (a situation where the knowledge hider deliberately provides incorrect, partial or misleading information) and rationalized KH (a situation where the knowledge hider tries to provide a rational justification for not sharing the knowledge) had a significant influence on the academic performance of the students, the effect of “playing dumb” was not significant. The study did not reveal any moderating effect of academic self-efficacy on all three forms of KH and academic performance. Practical implications The findings of the study are expected to be valuable for instructors, administrative authorities and policymakers at the higher education level, to create a more conducive teaching and learning environment. Out of the three hiding strategies, students indulge more often in rationalized KH. Based on the outcomes of this research, management may focus toward the creation of an institutional environment conducive toward knowledge sharing interdependency among students. Originality/value One of the novel contributions of this study is that it analyzes Indian higher education, providing a developing country perspective, thereby contributing to the body of knowledge in knowledge management and hiding. The study also intends to understand the interplay of constructs such as KH, territoriality, sense of relatedness and academic performance, which have not been discussed previously within the higher education context, thus making the research work original. The study was done among the students and hence, brings in the academic perspective in the KH literature, which has seen limited research impetus.

Psychological antecedents to customized apparel purchases

2019 ◽  
Vol 23 (1) ◽  
pp. 66-81
Author(s):  
Sukyung Seo ◽  
Chunmin Lang
Keyword(s):  
Purchase Intention ◽  
Structural Equation ◽  
Online Survey ◽  
Equation Modeling ◽  
Extended Self ◽  
Self Monitoring ◽  
Content Type ◽  
Need For Uniqueness ◽  
Study Results ◽  
Target Consumer

Purpose The purpose of this paper is to determine the influences of consumers’ internal-oriented psychological factors (i.e. self- promotion, need for uniqueness, self-expression and self-monitoring) and external-oriented psychological properties (i.e. social identity and other-directedness) on the perception of customization and the sense of extended-self; further to identify whether the perception of customization and the sense of extended-self lead to purchase intention toward customized apparel products. Design/methodology/approach Data were collected through an online survey among college students in the USA, generating a valid sample size of 338 participants. Factor analysis and Structural Equation Modeling were utilized to test proposed hypotheses. Findings The results indicated that need for uniqueness and self-monitoring were significantly related to consumers’ perception of customization and the sense of extended-self, whereas impacts of self-expression and other-directedness were not significant. Furthermore, the results also confirmed that consumers’ perception of customization and the sense of extended-self were positively associated with purchase intention of customized apparel products. Originality/value This study investigates consumers’ psychological features that influence consumers’ buying intention of customized apparel products, which is the first attempt. The study results are insightful and beneficial for marketers to construct target consumer segmentation under different cultural and social settings.

Sign in / Sign up

Export Citation Format

Share Document