Mechanism Between Organizational Support Factors and Motivation to Transfer: Mediating Role of Self-Efficacy

Abstract

Transfer of training has turned out to be a major issue for the banking industry and the desire of successful transferability of training content can be actualized by motivating the trainees to transfer their learned skills. Therefore, this study highlighted the less studied variables from organizational factors (i.e. organizational and supervisor support) and trainee’s characteristics (i.e. self-efficacy) to develop a model for motivation to transfer. For the purpose, data were collected from 388 banking employees and the hypotheses were investigated by means of structural equation modeling using AMOS. The study found both organizational and supervisor support as contributing factors towards motivation to transfer through self-efficacy. The study has implications for the banking sector to cope with this emerging issue.

Transfer of training on Employee Job Performance: A Literature Review

“…If organizations do not establish a conducive environment that appreciates and reinforces the process of acquiring knowledge, employees may encounter difficulties in effectively applying recently acquired skills in their work. Organizations must prioritize the development of a culture that acknowledges and incentivizes the implementation of training outcomes in daily tasks (Ahmer et al, 2020).…”

“…Individual factors also exert influence on the impact of transfer of training on job performance (Abiddin, 2021;Pham & Le, 2019). Employee motivation and self-efficacy are important factors that are capable of predicting the successful transfer of skills or knowledge (Ahmer et al, 2020;Ogbodoakum et al, 2020). A study by Ludwikowska (2021) noted that employees who have a natural motivation to learn and a strong belief in their abilities are more inclined to effectively apply their training, resulting in enhanced job performance in the long run.…”

“…The precise cognitive and behavioral processes that facilitate the relationship between training transfer and job performance remain inadequately comprehended, despite the acknowledged positive impact of training transfer on job performance (Harris et al, 2023;Ludwikowska, 2021). Research Ahmer et al (2020) conducted a study that highlighted the significance of self-efficacy as a possible mediator. However, further research is required to fully understand the complex mechanisms involved.…”