Empirical Study of Factors Affecting Training Transfer of Grassroots Employees in Petroleum Enterprises

2015 ◽  
Vol 8 (1) ◽  
pp. 368-372
Author(s):  
Jun Shi ◽  
Xiantao Liu
Keyword(s):  
Organizational Support ◽  
Personal Characteristics ◽  
Training Transfer ◽  
Management Support ◽  
Training Design ◽  
Economic Perspective ◽  
Factors Affecting ◽  
New Perspective ◽  
The Empirical Analysis ◽  
And Training

From the economic perspective, training can be perceived as an enterprise’s act of investing in employees, and the post-training transfer effect is the return acquired by the enterprise. Obviously, training transfer provides a new perspective for research of the training effect and training return on investment of the enterprise. From three aspects including personal characteristics, training design, and transfer atmosphere, this paper designs a questionnaire to investigate the factors that affect training transfer of grassroots employees in petroleum enterprises. The empirical analysis has shown that the main factors affecting training transfer of grassroots employees in petroleum enterprises are personal characteristics, organizational support and management support.

scholarly journals Antecedents and consequences of transfer of training in public sector organizations

2016 ◽  
Vol 19 (2) ◽  
pp. 181
Author(s):  
Icuk Rangga Bawono ◽  
Ratno Purnomo
Keyword(s):  
Knowledge Sharing ◽  
Organizational Support ◽  
Transfer Of Training ◽  
Design Research ◽  
Training Transfer ◽  
Individual Performance ◽  
Individual Characteristics ◽  
Organizational Environment ◽  
Training Design ◽  
And Training

Previous studies only focused on antecedent factors of transfer of training and only a few of them focused on the consequence factors. The main objectives of this research were to examine the antecedents and consequence of transfer of training. The antecedent factors consist of individual characteristics, training design, and organizational environment. The consequence factor is individual performance. Since the previous studies used transfer of training as unidimensional construct, this research used multidimensional construct consist of knowledge sharing, training retention and training generalization. Survey with questionnaire is used as design research method. The respondents are employee who worked in state-owned hospitals (N=202). Multiple regressions was used to examine the hypothesis. The result showed that individual performance was determined by training transfer consists of three factors such as knowledge sharing, training retention, and training generalization. Training of transfer itself was determined by some factors such as individual characteristics (i.e. self-efficacy and learning orientation), training design (trainer and training material), and organizational environment (organizational support, supervisor support and peer support). Specific for organizational support, it’s only had significant effect on training retention but not on knowledge sharing and training generalization. Since transfer of training has important effect on individual performance, organization must consider the three antecedent factors.

THE RELATIONSHIP BETWEEN MANAGEMENT SUPPORT, TRAINING MOTIVATION, INTENTION TO TRANSFER, AFFECTIVE REACTION, UTILITY REACTION, SUPERVISOR SUPPORT, AND LEVEL III AND IV LEADERSHIP TRAINING TRANSFER: A CASE IN INDONESIAN MINISTRY OF FINANCE

INFO ARTHA ◽  
2017 ◽  
Vol 2 ◽  
pp. 1-19
Author(s):  
Roby Syaiful Ubed
Keyword(s):  
Training Transfer ◽  
Hierarchical Regression ◽  
Management Support ◽  
Supervisory Support ◽  
Affective Reaction ◽  
Transfer Training ◽  
Training Motivation ◽  
Ministry Of Finance ◽  
The Relationship ◽  
And Training

The purpose of this research is to examine how training transfer is influenced by management support, training motivation, intention to transfer, affective reaction, utility reaction, supervisory support. To achieve this purpose, this study used the employees in Indonesian Ministry of Finance. A sample of 258 employees from level III and level IV leaders completed questionnaires that include measurements such as training motivation, supervisor supports, affective reaction, utility reaction, intention to transfer, training transfer, perceived training transfer, training retention, managerial transfer support, motivation to learn, training self-efficacy, and demographic characteristics. Hypothesis testing was done by using three steps of hierarchical regression analysis. The results of this study indicate that there are significantly positive relationships between the aforementioned independent variables and training transfer. Implications of this study were discussed. 

Fun in the workplace and training climate: impact on the turnover of young adults in the hospitality industry

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Organizational Support ◽  
Online Survey ◽  
Climate Impact ◽  
Management Support ◽  
Content Type ◽  
Individual Level ◽  
The Usa ◽  
Training Climate ◽  
The Impact ◽  
And Training

Purpose The purpose of this study is to examine the impact of fun in the workplace and training climate on turnover in a European context. Design/methodology/approach Data is gathered from the responses of 902 hotels, restaurant and café workers from Belgium, Germany and the Netherlands to an online survey alongside organizational records of turnover. All employees work part-time and are primarily of college age. This is then analyzed using logistic regression. Findings The findings reported suggest that management support for fun and co-worker socializing at the office level are negatively and significantly related to turnover but not fun activities. In addition, individual level job support is significantly related to turnover but not manager support and organizational support. Practical implications Therefore, to promote retention managers should encourage the integration of employees with one another, promote fun on the job and create meaningful job responsibilities for young employees. Originality/value This paper has an original approach by examining the impact of fun in the workplace on turnover in a setting outside the USA and by examining this in relation to training climate.

scholarly journals To the Issue of Psychological Features of the Actor's Personality Development: the Experience of Typological Analysis

2019 ◽  
Vol 27 (2) ◽  
pp. 129-146 ◽  
Author(s):  
V.S. Sobkin ◽  
T.A. Lykova
Keyword(s):  
Cluster Analysis ◽  
Personality Development ◽  
Personal Characteristics ◽  
Training Transfer ◽  
Personality Factors ◽  
Test Results ◽  
Psychological Features ◽  
Individual Profiles ◽  
Senior Students ◽  
And Training

We present the results of the study of the actors’ personality development psychological characteristics. It was hypothesized that the analysis of the similarities between individual profiles of student-actors can reveal personal typological features at the stage of selection and training in theatrical college. Sample: students of the theatre college, 129 students at the beginning and 117 — at the end of the 1st year, 64 — second year, 54 — third year, and 41 — fourth year students. Methods: R. Cattell’s 16 Personality Factors Test. Results: we identified personal characteristics that manifested themselves at the stage of admission to college and inhibited successful professional development: rejection of authorities, desire to dominate, refusal to cooperate and work together. Cluster analysis revealed four personal types of student-actors related to theatrical roles. The following strategies of pedagogical influence manifested in the process of work with college students: individualization of training, transfer of professional knowledge through senior students. Conclusions: the study proved the efficiency and feasibility of using the method of cluster analysis and typological approach in the study of acting talent.

scholarly journals Training Transfer: Does Training Design Preserve Training Memory?

2018 ◽  
Vol 14 (10) ◽  
pp. 46
Author(s):  
Saeed Khalifa Alshaali ◽  
Kamal Ab Hamid ◽  
Ali Ali Al-Ansi
Keyword(s):  
United Arab Emirates ◽  
Training Transfer ◽  
Training Programme ◽  
Training Design ◽  
Cross Sectional ◽  
Training Memory ◽  
Back Translation ◽  
Study Population ◽  
Highly Correlated ◽  
And Training

Billions of dollars are lost by low application of ineffective training. Fast declination of training memory may contribute this loss. The present study uses theoretical examinations via a conceptual model to examine the relationship between training memory and transfer behaviour. Training design, training retention (training memory), and training transfer are the study variables. The study population, is the federal ministries in the United Arab Emirates (UAE), was assessed via random sampling. Data were collected by a cross-sectional approach via questionnaires. Back-translation (English to Arabic), a pre-test, and a pilot test were applied to ensure that any modifications of the questionnaire items were precise and effective. The study was analysed via PLS-SEM. Based on the results, all of the study’s hypotheses were accepted, and significant relationships were revealed between the study variables. Training design is highly correlated with training retention, i.e., a premium training design will lead to a high preservation of the knowledge and skills gained from the training programme. Due to the low correlation between training retention and training transfer, the training retention was considered a secondary contributor of applying training to the work environment. If mangers and practitioners tend to achieve successful training transfer, their efforts should concentrate on adopting modern training design techniques, which could sufficiently maintain the training memory and increase training transfer.

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.

scholarly journals Trainees' characteristics in training transfer: The relationship among self-efficacy, motivation to learn, motivation to transfer and training transfer

2014 ◽  
Vol 4 (1) ◽  
pp. 114 ◽  
Author(s):  
Melody Ling-Yu Wen ◽  
Danny Yung-chuan Lin
Keyword(s):  
Self Efficacy ◽  
Structural Equation ◽  
Training Transfer ◽  
Equation Modeling ◽  
Motivation To Learn ◽  
Training Design ◽  
Individual Level ◽  
Lower Estimation ◽  
Motivation To Transfer ◽  
And Training

Training transfer is important for researchers and practitioners as organization invests much budget in training but reaps only lower estimation of transfer in practical domains. Researches revealed training design and work environment characteristics are important variables which influence training transfer. This study intended to examine individual level of trainee characteristics exclusively by structural equation modeling (SEM) from broad industries in Taiwan by 500 questionnaires sent to participants with 316 usable returns in 63.2% return rate. The result revealed the fully prediction role of motivation on self-efficacy to training transfer. Without other study setting, self-efficacy, motivation to learn, motivation to transfer, and training transfer are sorted sequentially.

scholarly journals Effect Evaluation and Influencing Factors of E-Learning Training in Colleges

2021 ◽  
Vol 16 (22) ◽  
pp. 73-86
Author(s):  
Li Zhou
Keyword(s):  
College Students ◽  
Working Environment ◽  
Evaluation Index System ◽  
Training Effect ◽  
Effect Evaluation ◽  
Training Design ◽  
Factors Affecting ◽  
Teaching Reform ◽  
E Learning ◽  
And Training

E-learning is a teaching model formed during the informatization of colleges. It is of great significance to the promotion of teaching reform. This paper tries to evaluate the training effect of e-learning among college students, understand their perception and expectation of e-learning, and demonstrate the importance of the training to the practical ability and professional knowledge utilization of college students. In addition, the factors affecting e-learning training in colleges are evaluated one by one. The results show that e-learning training effect can be assessed well with an evaluation index system (EIS), consisting of a response layer, a learning layer, a behavior layer, and a result layer. The training effect of e-learning is influenced by the trainee characteristics, working environment, and training design. The research lays a theoretical basis for applying e-learning training in teaching.

scholarly journals Factors Affecting Transfer of On-The-Job Training at Workplaces in Pakistan

2020 ◽  
Vol 10 (1) ◽  
pp. 13-XX
Author(s):  
Maham Fatima ◽  
Danish Ahmed Siddiqui
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Job Training ◽  
Training Programs ◽  
Sampling Technique ◽  
Motivation To Learn ◽  
Training Design ◽  
On The Job Training ◽  
And Training

Purpose: This research is focused on examining the factors that influence transfer (effectiveness) of On-The-Job training at workplaces in Pakistan. The study identifies the factors that affect transfer of OJT training included independent variables such as motivation to learn, Perceived Organizational Support and Training Design and their impact on employees’ performance i.e. Transfer of Training. Methodology: The study adopted quantitative research and data was collected through well-structured questionnaire. The sample of 200 participants were selected throughout Pakistan using convenience sampling technique. Smart PLS software was used to analyse the data through descriptive statistics, structural equation modelling and Confirmatory factor analysis. Findings: The result revealed that there is a strong and significant impact of motivation to learn and training design on transfer of OJT training at workplaces in Pakistan. However, the results do not show any significant impact of Perceived Organizational Support in organizations on transfer of OJT training. Conclusions: This shows that even though, if the organization support is not present, the motivation to learn new things and to implement it to the workplace and effectively designed training programs can overcome the issues. Practical Implications: Organizations can use the result in favour of their organizational effectiveness, to consistently design effective training programs, and to consistently motivate their employees and to improve support and guidance by top management in the organizations.  

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