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Factors Affecting Training Transfer: Participants' Motivation to Transfer Training, Literature Review.

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Human Resource Development and Performance Evaluation Organizational Learning and Leadership Innovative Education and Learning Practices

Abstract

This article investigates factors that motivate participants in learning and training activities to transfer skills, knowledge and attitude from the learning setting to the workplace. Based on training transfer theories hypothesized by Holton (1996), one of the major theories that affect an organization’s learning is motivation to transfer theory. Shedding the light on factors such as positive expectation and self-efficacy might assist organizations’ leaders to pay more attention to the needs of workers.

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1964Work and motivation 1991Social cognitive theory of self-regulation 1963Towards an understanding of inequity.1968Toward a theory of task motivation and incentives 1996The flawed four‐level evaluation model 2004The effects of organizational learning culture and job satisfaction on motivation to transfer learning and turnover intention 2014Foundations of Human Resource Development 1995The influence of General Perceptions of the Training Environment on Pretraining Motivation and Perceived Training Transfer

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2024Impact of National Culture on the Transfer of Leadership Training 2019The Development of Training Participation Conceptual Framework among Academic Staff: A Qualitative Study based on Training Officers Perception at Malaysian Public Universities 2017Perceived Effectiveness of Transformational Training Programs: Dimensions, Measurement and Validation 2018The Impact of Transformational Training Programs on Employee Loyalty: A Structural Equation Modeling 2019Development of the Concept Framework for Participation in Training Programmes for Academic Staff at Public Universities in Malaysia

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