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These days companies are experiencing keen competition in the global market and are learning that the human resource is the most important factor. So interest of training in companies increases sharply. The purpose of training is to help employees develop their skills and attitudes which will enhance their job performance. In recent years, secretaries also participate in training to acquire new technologies and skills through the customized educational program of corporates or institutes for secretaries. Most programs consist of the principles of business management, human relations and communication skill, and practical skills including Business English, office technologies. The purpose of this study were 1) to examine variables which affect transfer of training in a training situation for the incumbent secretaries. 2) to develop a model that shows how trainee characteristics and training design component, and organizational characteristics are linked to transfer of training. 3) to analyze the moderating effects of degree of choice on the training program. In this study, there are six hypotheses based on literature reviews and tested by the data from questionnaires. Two hundred twenty questionnaires were distributed to 220 secretaries. Actually, 127 of 131 questionnaires were used to analyze the data. The collected data have been analyzed by using statistics program package, SPSS 11.0 for Windows. The findings of this research are summarized as follows: First, there exist statistically significant positive relationship between self-efficacy and transfer of training. But the relationship between motivation to learning and transfer of training is not significant. Second, the relationship between training characteristics and transfer of training is statistically significant. Third, the organizational characteristics does not moderate the relationship between independent variables and transfer of training. From the findings mentioned above, we can discuss the contribution and limitation of this study and suggest the direction of future research. First, this study has selected simplified variables, which affect transfer of training, so it seems necessary to select various variables affecting training for the incumbent secretaries in the future research. Second, this study has measured the degree of training transfer by trainee's self report. But the more subjective measurement from trainee’s managers and colleagues must be used in the future research. Third, The future research will be conducted as a longitudinal study including pretest-posttest analysis in order to systematically understand the transfer process.
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