Factors influencing motivation to transfer training: an empirical study of a government sector training program in Sri Lanka

Abstract

Research related to factors affecting transfer of training in the government sector in Sri Lanka is extremely limited. Hence, this article examines the impact of two trainee characteristics (self efficacy and career commitment) and four work environmental factors (supervisory support, opportunity to perform, awareness of strategic linkages and accountability) on motivation to transfer. Data were collected from 152 officers of the Sri Lanka Administrative Service who participated in a capacity building training program. The Structural Equation Modelling technique was used to test the hypotheses derived from the extensive literature survey. The findings revealed that trainees' self efficacy has a significant impact on the motivation to transfer. Contrary to expectation, the other constructs did not significantly influence the motivation to transfer. The implications of the results and limitations of the study are also noted, along with suggestions.

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

“…Some research studies have found a positive relationship between supervisors’ support and the motivation to transfer training (e.g., Brinkerhoff & Montesino, 1995; Chiaburu, Van Dam, & Hutchins, 2010; Clark, Dobbins, & Ladd, 1993; Cohen, 1990; Facteau et al, 1995; Gregoire, Propp, & Poertner, 1998). Other researchers have not found any relationship between supervisory support and the transfer of training (Madagamage et al, 2014; Russell, Terborg, & Powers, 1985; van der Klink, Gielen, & Nauta, 2001). Noe and Schmitt (1986) identified support from the supervisor as an important factor for the transfer of training in an organization.…”

“…The capability and motivation of the trainees are equally important to determining training performance. The influence of employee self-efficacy on motivation to transfer training is found to be significant in Saudi Arabia (Al-Eisa et al, 2009) and Sri Lanka (Madagamage et al, 2014). Based on these findings, the following hypothesis has been developed in this study.…”

“…In India, Chauhan et al (2016) found a mediating role of motivation to transfer training in the relationship between peer support, supervisor support and the transfer of training. Madagamage, Warnakulasooriya, and Wickramasuriya (2014) conducted a study in Sri Lanka and found a positive influence of self-efficacy on motivation to transfer training. Recently, Na-nan et al (2017) studied the influence of environmental factors on motivation to transfer training in Thailand and identified organizational support, supervisor support, peer support, technological support and opportunity to use knowledge and skills as determinants of the motivation to transfer training.…”

Transfer of Learning in a Distance Education Programme in South Africa

“…This includes peer support and supervisor support. Madagamage, Warnakulasooriya, and Wickramasuriya (2014) explain that "supervisory support to the trainees takes different forms, such as encouraging participation in training, assisting to apply by changing the work environment, providing feedback, and reinforcing positively" (p. 4). Russ-Eft (2002) in her earlier work focused on the situational elements that directly affect the trainee and expanded her typology to include supervisor and peer support or sanction; workload; and opportunity to use.…”

Factors Influencing Training and Development in the Auto-Ancillary Industries

“…Further, the effectiveness of training can also be influenced by the attitude, expectations, values and interests of individuals. Individual characteristics would also include traits such as cognitive ability, conscientiousness, self-efficacy, anxiety, motivation and achievement (Madagamage et al, 2014). Since it is difficult to consolidate all these personal traits for the strategic training, the organization choses the individual characteristic suitable for their firm.…”