Motivation to Transfer Training and Individual Performance: the Influence of Transformative Learning and Supervisor Support

Abstract

This article discusses the mediating role of motivation to training transfer as mediation in the relationship between supervisor support and transformative learning on lecturer performance. Survey methods and purposive non random sampling techniques were used with the help of a questionnaire based on a 7-point Likert scale. The number of fit samples was 199 to test the hypothesis. Amos and structural models are used to test the statistical significance of the path coefficients. The findings of the study explain that supervisor support and transformative learning can encourage lecturers to make intense efforts in utilizing the skills and knowledge learned during the training process. The study also highlighted the motivation of training transfer as the key to successfully improving lecturer performance. Training plays an important role in the HRM strategy in an effort to renew the HRM competencies needed by the organization today. Therefore, motivation for training transfer is an important problem faced by professionals in developing HRM. This means that positive transfer training motivation requires that trainees can effectively apply what has been learned to the job, which leads to meaningful changes in performance.

Examination of the influence of transfer opportunity, assimilation of training content and motivation to transfer in the training transfer process

“…The influence of transfer opportunity on assimilated training content is supported by Baldwin and Ford (1988) and Tannenbaum and Yukl (1992). The findings of Pudjiarti et al (2019) and Islam (2019) also support the discovery made relative to the influence assimilated training content has on motivation to transfer. Similarly, the revelation regarding assimilated training content and training transfer in this study is similar to those by Nafukho et al (2017), Ali et al (2022) and Dewayani and Ferdinand (2019).…”

“…The influence of transfer opportunity on assimilated training content is supported by Baldwin and Ford (1988) and Tannenbaum and Yukl (1992). The findings of Pudjiarti et al (2019) and Islam (2019) More so, the mediating role of motivation to transfer in the training transfer process is established in the studies of Paulsen and Kauffeld (2017), Reinhold et al (2018), Richter and Kauffeld (2020), Seiberling and Kauffeld (2017) and Bhatti et al (2014).…”

“…Similarly, according toIslam (2019), low resistance to change learning culture is more likely to influence motivation to transfer. Again,Pudjiarti et al (2019) revealed that transformative learning and motivation to transfer are significantly related Ali et al (2022). found trainees' learning to be related to post-training behavior.…”

Training Transfer and Psychological Empowerment on Job Performance Mediating Role of Organizational Commitment

“…In addition, the positive impact of transfer training and other organizational outcomes can also improve employee positions. Supported by several studies that are in line (Martins et al, 2019;Obaid et al, 2016;Pudjiarti et al, 2019) improve the transfer of training by encouraging employees to share their knowledge with other employees after attending the training. This can improve the work performance of employees, one of which is due to the success of the transfer of training.…”

“…In previous studies regarding the transfer of training to work performance or organizational commitment, it was found that the transfer of training had a significant positive effect on work performance and organizational commitment. (Casey et al, 2021;Gautam & Basnet, 2020;Martins et al, 2019;Mozammel, 2019;Obaid et al, 2016;Otoo et al, 2019;Pudjiarti et al, 2019;Shaheen & Soomro, 2022). Transfer of training is measured using 6 indicator items from Turab & Casimir, (2015)…”