Social Support in the Workplace and Training Transfer: A longitudinal analysis

Abstract

Training transfer is crucial for workplace effectiveness, yet some of its social support antecedents are not well investigated. We examine the extent to which two forms of social support (from the organization and the supervisor) predict training transfer and propose several related processes explaining these influences. First, social support enhances training self‐efficacy, increases trainees' mastery (learning) goal orientation, and their motivation to transfer. In turn, we propose that these individual factors are positively related to training‐related cognitions. We test and confirm our model in a longitudinal study based on a sample of 111 employees. The results contribute to a better understanding of organization‐ and supervisor‐based social support as predictors of transfer, and clarify several important related mechanisms.

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