scholarly journals EFFECTS OF WORK ENVIRONMENT ON STAFF TRAINING TRANSFER IN GHANAIAN TECHNOLOGY UNIVERSITIES AND POLYTECHNICS

2021 ◽  
pp. 18-23
Author(s):  
ROBERT APPIAH ◽  
SIMON-PETER KAFUI AHETO
Keyword(s):  
Work Environment ◽  
Staff Training ◽  
Academic Staff ◽  
Item Analysis ◽  
Training Transfer ◽  
Structured Interview ◽  
Middle Level ◽  
Transfer Training ◽  
Motivation To Transfer ◽  
Training Programmes

This study sought to determine the effect of post-training work environment on the transfer of middle-level staff competencies from 2 technical universities and 2 polytechnics in the northern sector of Ghana. The mixed study was sequential explanatory research. Respondents were drawn from the Netherlands Programme for Post-Secondary Education and Training Capacity (NPT/GHA) 45 leadership and management capacity building project for the middle-level technical universities and polytechnics staff. A 5-point Likert scale questionnaire and a semi-structured interview guide were used to gather data from respondents made up of 24 (58.5%) academic staff and 17 (41.5%) administrative staff totaling 41 respondents for the study. The closed-ended items were analysed using statistical product and service solutions version 19 and results reported using means and standard deviations. Open-ended items were thematically analysed to support results from the closed-ended item analysis. The results revealed that respondents found the relevance of staff training, learned new things and noticed an improvement in their competencies for their career prospects. However, the perception of the respondents pointed to the fact that there was little or no support from colleagues in transferring the competencies acquired from training. The study also revealed that respondents had low motivation to transfer training competencies. Since technical universities and polytechnics produce critical human resources for the industry, the post-training work environment was critical for staff training transfer with many implications for the management, leadership, growth and development of the institutions. The study recommended that training programmes should be aligned with the institutional vision, mission and goals. Again, resources committed to staff training should also budget for enhancements of the work environment to accommodate training transfer using modern technologies.

Exploring readiness of learners to transfer training: an interactionist approach

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ragini ◽  
Piyali Ghosh
Keyword(s):  
Supervisor Support ◽  
Training Transfer ◽  
Training Programme ◽  
Situational Factor ◽  
Learner Readiness ◽  
Content Type ◽  
Indirect Impact ◽  
Transfer Training ◽  
Motivation To Transfer ◽  
Interactionist Approach

Purpose Purpose of this study is to investigate the role of learner readiness in enhancing transfer of training by empirically testing a moderated mediation mechanism in which learner readiness influences transfer through motivation to transfer, and this indirect impact is moderated by supervisor support. Design/methodology/approach The perception of trainees about the constructs considered has been captured through a survey of 250 employees of a unit of a manufacturing organization in India. For hypotheses testing, PROCESS macro developed by Hayes (2013) has been used. Findings Results have confirmed the significant role played by learner readiness in predicting transfer. This apart, supervisor support has been proved to moderate the indirect impact of learner readiness on transfer. Practical implications Trainees need to have pre-requisite knowledge to learn the content of a training programme, which would enable them to grasp such content and transfer the same subsequently to work. It is also essential that trainees are willing to attend any training voluntarily. Specific interventions may be designed for supervisors to bolster their catalytic role in training transfer. Originality/value An interactionist approach has been adopted by focussing on learner readiness as a less-studied trainee characteristic and supervisor support as a situational factor of transfer. This is construed as a significant contribution of this study to training literature. The potential overlap between learner readiness and motivation to transfer as trainee characteristics is seen to be neutralized by the presence of supervisor support as a moderator. Findings help in understanding how a trainee’s readiness and motivation, together with supervisor’s positive attitude, can enhance transfer.

scholarly journals ACADEMIC STAFF TRAINING TRANSFER AND ITS IMPACT ON ORGANIZATIONAL PERFORMANCE

2020 ◽  
Vol 8 (2) ◽  
pp. 993-1001
Author(s):  
Ibrahim Fahad Sulaiman ◽  
Najib Sheikh Abdisamad ◽  
Owolabi Sunday Oluwatosin ◽  
Ahmed Abdul Malik
Keyword(s):  
Organizational Performance ◽  
Academic Staff ◽  
Training Transfer ◽  
Structured Interview ◽  
Performance Outcomes ◽  
Clear Understanding ◽  
Specific Work ◽  
Task Requirements ◽  
The Right ◽  
The University

Purpose: This study investigates the effect of training transfer to organizational performance through collaboration among academic staff. It provides a clear understanding of specific training transfer concepts and processes during their engagement in the university activities. Several issues affecting training transfer from the learning environment to impact the performance of academic staff were reported. Methodology: A semi-structured interview among four academic staffs through a purposive sampling method. The qualitative analysis had been transcribed and coded. The data gained from the interviews were themed for the purpose of the analysis. Main findings: The findings suggest that there should be training, honest communication, knowledge management, creating the right environment, identifying collaborative leaders, and making collaboration a natural part of the workflow. This was motivated by the increasing need to improve worker's skills through training which encompasses a significant aspect of the modern organization. It is concluded that deciphered training to improve specific task requirements. Therefore, monitoring training transfer provides organizations the opportunity to improve specific work environments and academician’s performance. It is recommended that training transfer and collaboration need to be an important aspect of the organizational process to improve performance outcomes. Implications/Applications: This research is important for academic staff at the Faculty of leadership and management at (USIM) who participated in the research to enhance organizational performance. Therefore, it has provided insights to other academic staff to imitate and the authorities to create a room for achievement for the organization.

The Influencing Factors of Transfer of Training among the Academic Staff of UiTM

2018 ◽  
Vol 7 (4.34) ◽  
pp. 417
Author(s):  
N. S. Nik Md Salleh ◽  
W. A. A. Wan Mohd Amin ◽  
I. Mamat ◽  
S. Mat Zin ◽  
M. Mamat ◽  
...  
Keyword(s):  
Work Environment ◽  
Transfer Of Training ◽  
Academic Staff ◽  
Partial Least Square ◽  
Least Square ◽  
Error Management ◽  
Training Design ◽  
Design Work ◽  
Design Error ◽  
Motivation To Transfer

This study examined the relationships between employee readiness (attitude, organisational commitment, abilities and motivation to learn), training design (error management and perceived importance), work environment (supervisor’s role and opportunity to use) and transfer of training among the academic staff of UiTM. This study also aimed to determine if motivation to transfer mediates the relationships between employee readiness, training design, work environment and transfer of training. By using the Structural Equation Model – Partial Least Square (SEM-PLS) for the final analysis, the results found that abilities, error management, supervisor’s role and opportunity to use had significant and positive relationships with transfer of training. The study also confirmed the mediating effects of motivation to transfer between error management, opportunity to use and transfer of training.  

Organizational culture for training transfer: the mediating role of motivation

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dhruba Kumar Gautam ◽  
Dinesh Basnet
Keyword(s):  
Organizational Culture ◽  
Social Cohesion ◽  
Training Transfer ◽  
Education Sector ◽  
Mediating Effect ◽  
Related Factors ◽  
Content Type ◽  
Transfer Training ◽  
Motivation To Transfer ◽  
And Training

Purpose The purpose of this study is to examine the mediating effect of motivation to transfer training in between five dimensions of organizational culture and training transfer. Design/methodology/approach This paper followed a positivist epistemology to understand the factors associated with training transfer. The descriptive and causal research design was used for data analysis. A proportionate stratified random sample of 150 faculties responded to a self-administered questionnaire. Hierarchical regression analyses were performed to examine the hypotheses. Findings The results show that motivation to transfer training partially mediates the relationship between the four dimensions of organizational culture (i.e. job challenge, communication, innovation and social cohesion) and training transfer. Further, the results also show the relation between trust and training transfer is fully mediated by the motivation to transfer training. Practical implications For better training transfer higher education sector ought to consider organizational related factors such as organizational culture, rather than only focusing on individual-related factors. The education sector would have strengthened each dimension of organizational culture to motivate the faculties for training transfer. Originality/value Organizational culture dimensions (job challenge, communication, trust, innovation and social cohesion) are the essential dimensions for training transfer which are less prioritized despite their importance.

scholarly journals PENGARUH LINGKUNGAN KERJA, SELF-EFFICACY, DAN KARAKTERISTIK PESERTA PELATIHAN TERHADAP TRANSFER PELATIHAN KARYAWAN

Media Bisnis ◽  
2020 ◽  
Vol 12 (1) ◽  
pp. 41-48
Author(s):  
YUPITER GULO ◽  
NURTI WIDAYATI
Keyword(s):  
Work Environment ◽  
Self Efficacy ◽  
Transfer Of Training ◽  
Employee Training ◽  
Sampling Technique ◽  
Training Transfer ◽  
Training Site ◽  
Transfer Training ◽  
Training Research ◽  
Analyze Data

The purpose of this study was to determine the effect of the work environment, self-efficacy, and characteristics of trainees on the transfer of training. Research conducted on the employees of PT. PJB UP MuaraTawar, a subsidiary of PLN, by taking 90 employees as research samples using purposive sampling technique. To analyze data collected using Multiple Linear Regression to prove the research hypothesis. Based on the studies conducted, the results of the analysis show that the work environment, self-efficacy, and characteristics of trainees significantly influence the direction of the training transfer. For this reason, it is suggested that the company pay attention to the work environment, self-efficacy, and characteristics of employee training participants. With the intention of employees can transfer training well and do what has been learned at the training site into work every day.  

scholarly journals Motivation to Transfer Training and Individual Performance: the Influence of Transformative Learning and Supervisor Support

2020 ◽  
Vol 10 (2) ◽  
pp. 148-161
Author(s):  
Emiliana Sri Pudjiarti ◽  
Honorata Ratnawati Dwi Putranti ◽  
Nurchayati Nurchayati
Keyword(s):  
Transformative Learning ◽  
Survey Methods ◽  
Statistical Significance ◽  
Supervisor Support ◽  
Training Transfer ◽  
Individual Performance ◽  
Performance Training ◽  
Mediating Role ◽  
Transfer Training ◽  
Motivation To Transfer

This article discusses the mediating role of motivation to training transfer as mediation in the relationship between supervisor support and transformative learning on lecturer performance. Survey methods and purposive non random sampling techniques were used with the help of a questionnaire based on a 7-point Likert scale. The number of fit samples was 199 to test the hypothesis. Amos and structural models are used to test the statistical significance of the path coefficients. The findings of the study explain that supervisor support and transformative learning can encourage lecturers to make intense efforts in utilizing the skills and knowledge learned during the training process. The study also highlighted the motivation of training transfer as the key to successfully improving lecturer performance. Training plays an important role in the HRM strategy in an effort to renew the HRM competencies needed by the organization today. Therefore, motivation for training transfer is an important problem faced by professionals in developing HRM. This means that positive transfer training motivation requires that trainees can effectively apply what has been learned to the job, which leads to meaningful changes in performance.

scholarly journals The Role of Work Environment in Training Sustainment: A Meta-Analysis

2019 ◽  
Vol 62 (1) ◽  
pp. 166-183 ◽  
Author(s):  
Ashley M. Hughes ◽  
Stephanie Zajac ◽  
Amanda L. Woods ◽  
Eduardo Salas
Keyword(s):  
Work Environment ◽  
Organizational Support ◽  
Meta Analysis ◽  
Training Transfer ◽  
Significant Loss ◽  
Multiple Regressions ◽  
Relative Contribution ◽  
Analytic Review ◽  
Motivation To Transfer

Objective:The purpose of this meta-analytic review is to examine the role of three work environment support variables (i.e., peer, supervisor, and organizational support) in training transfer and sustainment or long-term use of learned knowledge, skills, and attitudes (KSAs).Background:Estimates demonstrate that little training is transferred to the job, wasting billions in organizational spending each year and resulting in significant loss to safety and individual and team performance. Prior research shows the importance of a supportive work environment to facilitating transfer; however, we know little of the relative importance of specific support variables. This study seeks to examine the unique roles of distinct support variables in training transfer.Method:A meta-analysis was conducted with multiple regressions to answer three primary research questions.Results:All work environment support variables demonstrate moderate and positive correlations with transfer of training. Furthermore, multiple regressions demonstrate that each factor of the work environment explains unique variance as a predictor, with the model accounting for 32% of transfer and peer support accounting for most of R2. Motivation to transfer mediates the relationship between all three work environment support variables and transfer. Furthermore, three support variables are positively related to sustainment, with peer and supervisor support showing the strongest relationships.Conclusion:Findings illuminate the relative contribution of peer, supervisor, and organizational support to transfer and sustainment of training. As transfer continues to be an important yet understudied measure of the effectiveness of workplace training, these findings hold implications for both research and practice.

scholarly journals A Study on the Motivation to Transfer Training in the Banking Industry of Bangladesh

2018 ◽  
Vol 6 (1) ◽  
pp. 45-72 ◽  
Author(s):  
Md. Shamsul Arefin ◽  
Nazrul Islam
Keyword(s):  
Structural Equation ◽  
Banking Sector ◽  
Banking Industry ◽  
Working Environment ◽  
Supervisory Support ◽  
Supervisory Styles ◽  
Compliance Requirements ◽  
Transfer Training ◽  
Motivation To Transfer ◽  
Training Programmes

Training and development activities in the banking sector of Bangladesh are quite extensive due to the compliance requirements for the central bank and other banks. These training programmes focus not only on increasing knowledge but also on transferring that knowledge to the job. However, the effectiveness with which training is transferred primarily depends on the motivation to transfer. There is extant research from recent years on the motivation to transfer training in different industries and in this sector. However, little is known about the motivation to transfer training in the banking industry of Bangladesh. Thus, this study attempts to identify the factors that influence the motivation to transfer training in the banking sector of Bangladesh. A sample of 275 employees who obtained training from banks was surveyed using a structured questionnaire. Data were analysed using the structural equation modelling (SEM) technique. The results show that self-efficacy, supervisory support and opportunity to perform have a significant impact on the motivation to transfer training in the banking industry of Bangladesh. This study suggests that the supervisory styles and working environment of banks play the most important role in motivating employees to transfer training in this sector of Bangladesh.

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