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 Understanding Post-Training Factors and Job Performance Relationship: Review of Literature for Transfer of Training Enthusiasts

2019 ◽  
Vol 1 (3) ◽  
pp. 33-38
Author(s):  
Soleman Mozammel
Keyword(s):  
Job Performance ◽  
Employee Training ◽  
Training Transfer ◽  
Supervisory Support ◽  
Business World ◽  
Performance Improvements ◽  
Investment Return ◽  
Transfer Training

In the era of competitive industrial time and globalization, enterprises need to have a competent, technologically "up to date," motivated and engaged workforce to maximize productivity. Therefore, in the current socio-economic industrial culture, enterprises are encouraged to be motivated to invest in employee training and development. Scholarly research in the business world have already emphasized on the robust association between learning opportunities for employees leading to their performance improvements. According to studies, businesses that have survived, understood, and learned the prospects of training and its long-term implications for business productivity. But even when the issues of providing training were resolved, that also brought the question of application of the training at the workplace by the employees that may be defined as the term "training transfer." Training transfer by employees is essential for the investment return that was aimed to have higher productivity and profit for organizations. If there is a failure of training transfer through proper implementation of the newly acquired knowledge and learnings, not only the performance stays in the pre-training level, but also there is no investment return for the organization. Many organizations are suffering losses due to failing to implement training transfer adequately in the organization. Therefore, it is essential to ensure proper application of transfer training to secure investment resulting in higher job performance and productivity. That requires a good quality of supervisory support, perceived utility, and higher education. The study discusses both theoretical and practical implications for the organizational stakeholders for better job performances.

Work Environment Factors Affecting the Transfer of Training in Female Workers in the Apparel Sector of Sri Lanka

2019 ◽  
pp. 105-137
Author(s):  
Sayuri Piyumindi Wijekoon
Keyword(s):  
Sri Lanka ◽  
Work Environment ◽  
Transfer Of Training ◽  
Training Transfer ◽  
Training Data ◽  
Apparel Manufacturing ◽  
Factors Affecting ◽  
Environment Factors ◽  
Female Workers ◽  
Work Environment Factors

With the increased investment in training and development initiatives, the organizations wishing to enhance their return on investment must understand the factors that influence transfer of training. This research analyzes the impact of the work environment factors on the transfer of training. Data were garnered through a questionnaire from a sample of 100 female workers in an apparel manufacturing company in Sri Lanka. Partial least squares structural equations modeling was used to analyze the proposed model and it could achieve the coefficient of prediction (R2) of transfer of training as high as 82%, implying the significance of supervisor support, peer support, openness to change, and personal outcomes – positive on transfer of training, while feedback reported no significant impact. Further, positive personal outcomes had the strongest influence on transfer of training. Therefore, practitioners should take into account the contributions associated with each environmental factor and especially to ensure that training transfer outcomes are positive and valued by the employees.

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.

scholarly journals PENGARUH EFIKASI DIRI, MOTIVASI KERJA, LINGKUNGAN KERJA TERHADAP KEPUASAN KERJA KARYAWAN PT. SUKANDA DJAYA DENPASAR

2019 ◽  
Vol 8 (11) ◽  
pp. 6488
Author(s):  
Agus Santoso ◽  
I.G.A Manuati Dewi
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Self Efficacy ◽  
Work Motivation ◽  
Linear Regression Analysis ◽  
Sampling Technique ◽  
Multiple Linear Regression Analysis ◽  
Working Environment ◽  
Analytical Technique ◽  
Employee Job Satisfaction

The purpose of this study was to analyze the effect of self efficacy, work motivation and work environment on employee job satisfaction. The population of this research is all employees of PT. Sukanda Djaya Denpasar Branch numbering 97 people. The sampling technique used is saturated sampling, where all members of the population are sampled. Methods of data collection in this study using questionnaires. The analytical technique used in this study is multiple linear regression analysis. The results showed that self efficacy, work motivation, and work environment have a positive and significant impact on employee work satisfaction. This has the meaning that the higher level of employee confidence in the company, the higher the employee's motivation, and the better the working environment in PT. Sukanda Djaya Denpasar Branch, it will affect the increasing employee job satisfaction Keywords: self-efficacy, job motivation, job environment, job satisfaction

scholarly journals Trainee Characteristics and Transfer of Training: Effect of Supervisory Support (A Study of Public Managers in Nepal)

2017 ◽  
Vol 2 (1-2) ◽  
pp. 1-13
Author(s):  
Seema Singh
Keyword(s):  
Content Validity ◽  
Self Efficacy ◽  
Transfer Of Training ◽  
Learning Transfer ◽  
Training Transfer ◽  
Supervisory Support ◽  
Public Enterprises ◽  
Factors Affecting ◽  
Public Managers ◽  
Level Of Training

The significance of transfer of training to organizations has been recognized by researchers and managers alike, and the factors affecting the transfer have been the subject of many research studies in the West.  Considering the recent growth in training investment and coverage in public enterprises in Nepal without corresponding impact on their performance, the issue of transfer of training has gained importance in our context.  This study examines the effect of trainee characteristics, viz.: perceived content validity, learning transfer motivation, and self-efficacy on the level of training transfer and the role of supervisory support in this relationship in the context of Nepali public enterprises. Due to the non-availability of total population, the non-probability sampling method, specifically, quota sampling was used for selecting organizations, and then, managers meeting the pre-defined criteria, were selected for the study. Two hundred ninety-one officials from nine public enterprises participated in the survey.  The findings suggest that level of transfer of training is moderate, and two trainee characteristics, viz.: learning transfer motivation and content validity, positively and significantly affect transfer of training whereas self-efficacy does not have such effect. Supervisory support moderates the relationship between content validity and transfer of training but not between learning transfer motivation and transfer of training.  Managerial and research implications of the findings are discussed.

scholarly journals THE INFLUENCE OF WORK ENVIRONMENT AND WORK STRESS ON EMPLOYEE SATISFACTION AT PT DENKO WAHANA INDUSTRIES

2021 ◽  
Vol 4 (1) ◽  
pp. 78-96
Author(s):  
Oki Rinaldi ◽  
Dewi Susita ◽  
Agung Wahyu Handaru
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Job Stress ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Survey Method ◽  
Employee Job Satisfaction ◽  
Data Collection Technique ◽  
Analyze Data

AbstractThe purpose of this study was to determine a description of the work environment, job stress and job satisfaction of PT Denko Wahana Industri employees, to test and analyze the effect of work environment on job satisfaction of employees of PT Denko Wahana Industri, to test and analyze the effect of job stress on employee job satisfaction. PT Denko Wahana Industri. This study uses the Partial Least Square (PLS) method to analyze data. The research model used in this research is descriptive explanatory. This study was conducted on 154 employees, with a purposive sampling technique. The data collection technique used a survey method, namely distributing questionnaires which were then processed by the SmartPLS 3.3.3 program. The results of PLS show that there is a significant influence on the work environment and job stress on employee job satisfaction.Keywords: work environment, job stress, and job satisfaction, PT Denko Wahana Industri

scholarly journals Brief Video-Based Suicide Prevention Training for Primary Care

2021 ◽  
Vol 53 (2) ◽  
pp. 104-110
Author(s):  
Anthony R. Pisani ◽  
Wendi F. Cross ◽  
Jennifer C. West ◽  
Hugh F. Crean ◽  
Eric D. Caine
Keyword(s):  
Primary Care ◽  
Health Care ◽  
Suicide Prevention ◽  
Self Efficacy ◽  
Resource Constraints ◽  
Training Transfer ◽  
Learner Engagement ◽  
Transfer Training ◽  
Prevention Training ◽  
Suicide Prevention Training

Background and Objectives: One-third of individuals who die by suicide had primary care contact in the preceding month. Primary care trainees need engaging and effective suicide prevention training that can be delivered within tight time and resource constraints. However, training is currently scarce and its effectiveness unknown. The objective of this study was to assess learner engagement, learning, self-efficacy, and perceived ability to transfer training to practice from brief video-based modules centered around visual concept mapping of suicide prevention practices. Methods: We assigned 127 primary care trainees 21 brief instructional videos to watch. We analyzed engagement by monitoring the proportion of learners who began each video and the proportion of the video watched. We assessed knowledge and self-efficacy pre- and posttraining. Learners provided feedback on satisfaction with modules and ability to transfer training to practice. Results: Engagement was high, with most learners watching most of each video (mean=83.2%). Increase in knowledge was large (t(131 df)=19.91, P<.001). Confidence in ability to manage suicide risk rose significantly (t(131 df)=16.31, P<.001). Perception of ability to transfer training to practice was moderate. Satisfaction with modules was high. Feedback asked for patient scenarios and practical skills examples. Conclusions: This training successfully engaged primary health care trainees in suicide prevention education. Training transfer will be improved by adding skill demonstrations, a suicide attempt survivor perspective, and a memorable framework to assist implementation of knowledge. A new iteration incorporating these improvements is under evaluation. Variants for other health care settings are under development.

scholarly journals PERAN ADVERSITY QUOTIENT MEMODERASI PENGARUH SELF EFFICACY DAN LINGKUNGAN KERJA TERHADAP PENERAPAN TPACK PEMBELAJARAN AKUNTANSI

2020 ◽  
Vol 17 (2) ◽  
pp. 98-115
Author(s):  
Adelina Astutik
Keyword(s):  
Work Environment ◽  
Self Efficacy ◽  
Descriptive Analysis ◽  
Sampling Technique ◽  
Descriptive Statistics ◽  
Absolute Difference ◽  
Absolute Value ◽  
Analysis Technique ◽  
Accounting Expertise ◽  
Difference Test

Abstrak: Penelitian ini bertujuan untuk menguji pengaruh self efficacy dan lingkungan kerja terhadap penerapan TPACK pembelajaran akuntansi dengan adversity quotient sebagai variabel moderating. Penelitian ini menggunakan pendekatan kuantitatif. Populasi penelitian ini adalah guru SMK Program Keahlian Akuntansi. Teknik pengambilan sampel manggunakan sampel jenuh dengan total responden penelitian sejumlah 77 responden. Metode pengumpulan data menggunakan kuesioner. Teknik analisis data menggunakan analisis deskriptif dan analisis regresi dengan uji selisih mutlak.  Hasil statistik deskriptif menunjukkan bahwa penerapan TPACK, self efficacy dan adversity quotient  berada pada kategori tinggi, sedangkan lingkungan kerja berada pada kategori yang mendukung. Hasil penelitian menunjukkan self efficacy berpengaruh positif dan signifikan terhadap penerapan TPACK pembelajaran akuntansi, lingkungan kerja berpengaruh positif dan signifikan terhadap penerapan TPACK pembelajaran akuntansi. Uji selisih nilai mutlak menunjukkan adversity quotient mampu memperkuat pengaruh self efficacy terhadap penerapan TPACK pembelajaran akuntansi, adversity quotient tidak mampu memperkuat pengaruh lingkungan kerja terhadap penerapan TPACK pembelajaran akuntansi.  Abstract: This study aims to examine the effect of self-efficacy and work environment on the application of TPACK in accounting learning with adversity quotient as avariable moderating. This study uses a quantitative approach. The population of this research is the teachers of SMK Accounting Expertise Program. The sampling technique used saturated samples with a total of 77 respondents. The data collection method used a questionnaire. The data analysis technique used descriptive analysis and regression analysis with absolute difference test. The results of descriptive statistics show that the application of TPACK, self-efficacy and adversity quotient  is in the high category, while the work environment is in the supportive category. The results showed that self-efficacy had a positive and significant effect on the application of TPACK in accounting learning, the work environment had a positive and significant effect on the application of TPACK in accounting learning. The absolute value difference test shows that the adversity quotient is able to strengthen the effect of self-efficacy on the application of TPACK in accounting learning, the adversity quotient is not able to strengthen the effect of the work environment on the application of TPACK in accounting learning.

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