Exploring the critical role of motivation to transfer in the training transfer process

Abstract

The present study aims at exploring the critical role of motivation to transfer within the training transfer process. In a sample of N = 252 employees of one industrial company, one peer rating and several self-ratings of transfer were used to investigate the mediating role of motivation to transfer in the relationship between training characteristics and training transfer. We furthermore used an online survey with N = 391 employees from different branches to corroborate the first analysis in a more diverse sample and to explore differential effects of motivation to transfer. The participants' motivation to transfer was successfully identified as a mediational link between training characteristics and transfer. Moreover, quantile regression revealed that the positive effects of motivation to transfer on training transfer differ across quantiles. Understanding the role of motivation to transfer within the transfer process in greater detail helps to identify crucial parameters for successful transfer. Because motivation to transfer was found to be a linking mechanism between training characteristics and transfer, training professionals should enhance it by means of different instructional methods. Quantile regression results point out that motivation to transfer should especially be emphasized and monitored depending on characteristics of the training participants. The present study answers the call for research on process. This is one of the first studies that successfully applied quantile regression to training transfer research, suggesting new directions for future research.Critical role of motivation to transfer 85

Antecedents and consequences of transfer of training in public sector organizations

“…It is also supported by Scaduto, Lindsay and Chiaburu (2008), stating that a high motivation to follow the learning process determines the successful transfer of the training. It is also consistent with research conducted by Grohmann, Beller and Kauffeld (2014) and Curado, Henriques and Ribeiro (2014), also showing that the success of the transfer of training is determined by individual motivational factors.…”

“…Both the individual characteristic variables describe the Chiaburu and Lindsay (2008), Sokhai and Budworth (2010), Grohmann, Beller and Kauffeld (2014), as well as Curado, Henriques and Ribeiro (2014). All provided evidence that the success of the transfer of training is determined by the individual motivation.…”

Administrators’ Roles in Training Programs and Training Transfer

“…The process of learning from others is fruitful when employees transfer the contents learned into practice (Grohmann et al, 2014). Cognitive learning theory suggests that man learns through his interaction with other people (Rigg & O'Dwyer, 2012).…”

Impacto do treinamento no trabalho : investigação de efeitos preditivos e propositura de instrumento de impacto em profundidade

“…Considerando a presença na literatura de muitos estudos sobre avaliação de impacto do treinamento (Gonçalves & Mourão, 2011;Abbad, 1999; Gonçalves & Mourão, 2011, p. 493 Aquisição e aplicação das atitudes esperadas no trabalho Abbad, 1999, p. 38 Efeito do treinamento sobre o desempenho, a motivação e/ou atitudes da clientela Zerbini & Abbad, 2005, p. 7 O efeito do treinamento no desempenho do indivíduo ao retornar para o trabalho Pilati & Abbad, 2005, p (Saks & Burke, 2012;Grohmann, Beller, & Kauffeld, 2014;PinedaHerrero, Belvis, Moreno, Duran-Bellonch, & Úcar, 2011). Contudo, transferência de aprendizagem envolve não somente as transferências de habilidades adquiridas em treinamento, mas também as aprendizagens informais (Zerbini & Abbad, 2011 Na perspectiva dos autores, as esferas internas, aquisição, retenção e generalização, correspondem ao processo de aprendizagem.…”