Influence of trainee characteristics, instructional satisfaction, and organizational climate on perceived learning and training transfer

Lim, Doo Hun; Morris, Michael L.

doi:10.1002/hrdq.1162

Cited by 268 publications

(247 citation statements)

References 48 publications

(62 reference statements)

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“…Workplace environment has found to be factor necessary for enhancing individual performance. The result of this study hypothesis was statistically significant (0.000; p˂0.05) which was consistent with previous studies who found work environment lead to positive firm performance (Kontoghiorghes, 2001;Lim & Morris, 2006). A various researchers (Rouiller & Goldstein, 1993;Tracey et al, 1995;Burke & Hutchins, 2008;Colquitt et al, 2000) have agreed the importnce of workplace environment factors such as managerial support, peer encouragement, adequate resources, opportunities to apply learned skills, technical support, and consequences for using training on-the-job.…”

Section: H1: Types Of Training Between Technical Training Program Andsupporting

confidence: 89%

“…Work environment includes such factors as managerial support, peer encouragement, adequate resources, opportunities to apply learned skills, technical support, and consequences for using training on-the-job (Burke and Hutchins, 2008;Colquitt et al, 2000;Kontoghiorghes, 2001;Lim and Morris, 2006;Rouiller and Goldstein, 1993;Tracey et al, 1995). Research has shown that removing barriers to application in the work environment is so important that training opportunities should be turned down by employees if proper follow-up support is not available (Rossett, 1997).…”

Section: Work Environmentmentioning

confidence: 99%

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A Study on Training Factors and Its Impact on Training Effectiveness in Kedah State Development Corporation, Kedah, Malaysia

Sanjeevkumar

2011

ijhrs

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Section: H1: Types Of Training Between Technical Training Program Andsupporting

confidence: 89%

Section: Work Environmentmentioning

confidence: 99%

A Study on Training Factors and Its Impact on Training Effectiveness in Kedah State Development Corporation, Kedah, Malaysia

Sanjeevkumar

2011

ijhrs

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“…One of the most critical issues, however, has been the lack of practical and validated measurement tools (Holton, Bates, & Ruona, 2000;Lim & Morris, 2006;Yang, Watkins, & Marsick, 2004). As a matter of fact, little has been known about how to adequately measure the learning organization culture as a supportive system for organizational learning process until the dimensions of learning organization questionnaire (DLOQ) came into being .…”

Section: The Purpose Of This Study Is To Assess the Validity And Relimentioning

confidence: 99%

The Dimensions of Learning Organization Questionnaire (DLOQ): A validation study in a Korean context

Song

Joo

Chermack

2009

Human Resource Dev Quarterly

156

144

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The purpose of this study is to assess the validity and reliability of the measurement scores of the learning organization culture, the Dimensions ofTo survive and thrive in a world characterized by turbulent change and fierce competition due to technological advancement and the knowledgebased economy (Dodgson, 1993;Kim & Mauborgne, 2005;Joo, 2007), an organization must always be ready to adapt. Thus many organizations strive to have a learning organization culture of creating, acquiring, and transferring knowledge and modifying its behavior to reflect new knowledge and insights (Garvin, 1993).There has been growing awareness of the importance of individual knowledge, or human capital, created in an organization that plays a key role in

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“…Finally, training transfer was measured using nine items taken from training transfer literature (Lim & Morris, 2006;Nijman et al, 2006;Saks & Belcourt, 2006& Gegenfurtner et al, 2009. The items used to measure training transfer are usable, behavioral change, confident, application in appropriate time, application in appropriate situation, adaptability, and utilizable.…”

Section: Methodsmentioning

confidence: 99%

“…at the workplace). Although these types of training transfer are different, their spirits are to stimulate trainees improving daily tasks, strengthening professional development and meeting organizational needs and expectations (Lim & Morris, 2006;Nijman et al, 2006;Gegenfurtner et al, 2009;Ismail et al, 2009).…”

Section: Introductionmentioning

confidence: 99%

Administrators’ Roles in Training Programs and Training Transfer

Ismail

Hua

Ismail³

et al. 2015

JDM

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An administrator plays a vital role in the growth and development of his/her subordinates. Despite this notion, the role of an administrator in the context of training programs and transfer of training is not well studied. Therefore, this study is set to examine the relationship between administrator's role in training programs and training transfer. A survey method was utilized to gather 706 survey questionnaires from employees of local authorities of three cities in the state of Sarawak, Malaysia. The results of SmartPLS path model analysis confirmed that the ability of administrators to properly implement support, communication and assignment in planning and implementing training programs has been an important predictor of training transfer in the studied organization. Further, this study provides discussion, implications and conclusion. PERAN ADMINISTRASI PADA PROGRAM PELATIHAN DAN TRANSFER PELATIHAN AbstrakAdministrator memainkan peran penting dalam pertumbuhan dan perkembangan bawahannya. Akan tetapi di negara ini, peran administrator dalam konteks program pelatihan dan transfer pelatihan tidak diteliti dengan baik. Oleh karena itu, penelitian ini dibuat untuk menguji hubungan antara peran administrator dalam program pelatihan dan transfer pelatihan. Kaedah survei telah digunakan untuk menggumpul 706 borang soal selidik dari beberapa karyawan pemerintah daerah dari tiga kota di negara bagian Sarawak, Malaysia. Keputusan analisis model jalur Smart PLS menegaskan bahawa kemampuan administrator menerapkan dukungan, komunikasi dan tugas dengan baik dalam perancangan dan pelaksanaan program pelatihan telah menjadi prediktor penting kepada transfer pelatihan di organisasi kajian. Seterusnya, penelitian ini menyediakan diskusi, implikasi dan kesimpulan. JEL Classification: M1, M19 Alamat korespondensi :Jl. Reko,

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Influence of trainee characteristics, instructional satisfaction, and organizational climate on perceived learning and training transfer

Cited by 268 publications

References 48 publications

A Study on Training Factors and Its Impact on Training Effectiveness in Kedah State Development Corporation, Kedah, Malaysia

A Study on Training Factors and Its Impact on Training Effectiveness in Kedah State Development Corporation, Kedah, Malaysia

The Dimensions of Learning Organization Questionnaire (DLOQ): A validation study in a Korean context

Administrators’ Roles in Training Programs and Training Transfer

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