The Effects of Self-Efficacy, Motivation to Transfer, and Situational Constraints on Transfer Intentions and Transfer of Training

2008-10-22articlePerformance Improvement Quarterly69 citationsclosed

No readable copy stored yet — this record is metadata only.

Human Resource Development and Performance Evaluation Adult and Continuing Education Topics Innovative Education and Learning Practices

Abstract

An important dimension of training effectiveness relates to how well skills learned during training are transferred to the workplace. The current study examines the effects of several individual characteristics (Self-efficacy, Motivation to Transfer, Training Reactions, Goals for Transfer, and Commitment to Transfer Goal) and Situational Constraints on perceived Transfer Success. LISREL VII (Joreskog & Sorbom, 1989) was used to determine the fit of a mediated effects model of how the variables would affect transfer success. Self-efficacy and Motivation to Transfer were found to be significantly related to transfer intentions (Goal for Transfer and Commitment to Transfer Goal), while Goal for Transfer and Commitment to Transfer Goal were positively related to Transfer Success. The implications of these results for maximizing the transfer of training are discussed.

Citations in this library

Stored only when both papers are in the corpus — 69 citations exist upstream.

References

1988Attitudes, Personality and Behavior

1992Self-Efficacy: A Theoretical Analysis of Its Determinants and Malleability

1988TRANSFER OF TRAINING: A REVIEW AND DIRECTIONS FOR FUTURE RESEARCH

1981Cultivating competence, self-efficacy, and intrinsic interest through proximal self-motivation.

1993Goal Achievement: The Role of Intentions

1986Trainees' Attributes and Attitudes: Neglected Influences on Training Effectiveness

1992Training and Development in Work Organizations

1986THE INFLUENCE OF TRAINEE ATTITUDES ON TRAINING EFFECTIVENESS: TEST OF A MODEL

Cited by

2012Effects of computer support, collaboration, and time lag on performance self-efficacy and transfer of training: A longitudinal meta-analysis

2017The Need for Dual Openness to Change: A Longitudinal Study Evaluating the Impact of Employees’ Openness to Organizational Change Content and Process on Intervention Outcomes

2008The relevance of organizational subculture for motivation to transfer learning

2018Effects of trainee characteristics, training attitudes and training need analysis on motivation to transfer training

2004Toward a Theory of Human Resource Development Learning Participation

2008Empirical Research on Performance Improvement

2009Individualism–collectivism and the role of goal orientation in organizational training

2018A Study on the Motivation to Transfer Training in the Banking Industry of Bangladesh