The effect of perceived organizational support on thetransfer of training outcomes to the workplace

Abstract

Transfer of training refers to the consistent application of the knowledge, skills and attitudes that are learned from training to the workplace. The success of transfer of training is influenced by many factors including the work environment. However, to date the influence of the social exchange factor in the workplace, known as perceived organizational support, on transfer of training has not been adequately explored. This study has been conducted to addresses this gap. Specifically, this study explores the moderating effect of perceived organizational support on the relationship between learning and transfer of training. The data of this study has been collected from two sources, the employees and their supervisors through surveys. The data was analyzed using structural equation modeling approach. The findings reveal that perceived organizational support has an important role as a predictor to transfer of training but not as a moderator as proposed in this study.

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