Predicting Motivation to Learn and Motivation to Transfer Learning Back to the Job in a Service Organization: A New Systemic Model for Training Effectiveness

Abstract

This exploratory study attempted to identify key predictors of motivation to learn and motivation to transfer as well as examine the relationship between the two variables. Organizational commitment, task cues, and co‐worker commitment to quality work were found to be the strongest predictors of motivation to learn. Motivation to learn, a motivating job, and being expected to use the newly learned skills and knowledge on the job were found to be the most important predictors of motivation to transfer.

How supportive Transfer Climate Affects Individual’s Motivation to Training Transfer

“…Previous studies ISSN 2164-4063 2014 also named "training motivation" as "motivation to learn" Holton, Bates, & Ruona, 2000 ;Kontoghiorghes, 2002 ;Mathieu & Martineau, 1997 ;Tracey et al , 2001) which were proved into same variable in different studies Klein, Noe, & Wang, 2006 ;Liao & Tai, 2006 ;Scaduto, Lindsay, & Chiaburu, 2008;Tai, 2006) which cited both same scales developed by Noe and Schmitt (1986) and Noe and Wilk (1993). Meanwhile, present study rather to call it as unilingual "motivation to learn" attributes trainee's desire to learn the content of a training program (Noe, 1986).…”

“…H7: MTT mediates the relationship between TC and TT. Furthermore, the majority of studies have continued to investigate MTT as an outcome variable affected by participant MTL (Kontoghiorghes, 2002 …”

Trainees' characteristics in training transfer: The relationship among self-efficacy, motivation to learn, motivation to transfer and training transfer

“…This study particular focused exclusively on the trainee characteristics including self-efficacy (e.g., Ford, Quinones, Sego, & Sorra, 1992), motivation to learn (e.g., Kontoghiorghes, 2002 ;Tracey, Hinkin, Tannenbaum, & Mathieu, 2001), and motivation to transfer (e.g., Kontoghiorghes, 2002 ;Ruona, Leimbach, Holton, & Bates, 2002) that have been found by researchers to facilitate the training transfer process with the training design and work environment characteristics interventions. Therefore, to examine the relationship among the trainee characteristics variables exclusively without other setting become the main motivation of this study.…”

Różnorodność czynników kształtujących motywację pracowników w procesie szkolenia

“…Czynniki indywidualne obejmują głównie indywidualne postawy i predyspozycje, które pośrednio lub bezpośrednio wpływają na poziom, w jakim pracownik jest zmotywowany w całym procesie szkolenia lub ma zdolności do szkolenia się/ uczenia się [Kontoghiorghes 2002]. Uczestnicy szkoleń to populacja bardzo zróż-nicowana.…”

“…czynniki sytuacyjne, mające wpływ na motywację w procesie szkolenia, także są mocno zróżnicowane i obejmują m.in. ( [Kontoghiorghes 2002;Colquitt i in. 2000;Mathieu, Martineau 2014;Switzer i in.…”