The relative impact of workplace design on training transfer

Kupritz, Virginia W.

doi:10.1002/hrdq.1042

Cited by 63 publications

(78 citation statements)

References 31 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Many studies have focused on various aspects of transfer of training and some of them have provided evidence of low transfer (e.g., Baldwin & Ford, 1988;Kupritz, 2002).Therefore, it becomes necessary to identify factors which ensure transfer of training at a higher level. Scholars agree that the problem of transfer is related to training design, trainee characteristics, and the organizational characteristics (Cheng & Hampson, 2008).…”

Section: S Singhmentioning

confidence: 99%

Trainee Characteristics and Transfer of Training: Effect of Supervisory Support (A Study of Public Managers in Nepal)

Singh

2017

J. Bus. Mgt. Res.

View full text Add to dashboard Cite

The significance of transfer of training to organizations has been recognized by researchers and managers alike, and the factors affecting the transfer have been the subject of many research studies in the West. Considering the recent growth in training investment and coverage in public enterprises in Nepal without corresponding impact on their performance, the issue of transfer of training has gained importance in our context. This study examines the effect of trainee characteristics, viz.: perceived content validity, learning transfer motivation, and self-efficacy on the level of training transfer and the role of supervisory support in this relationship in the context of Nepali public enterprises. Due to the non-availability of total population, the non-probability sampling method, specifically, quota sampling was used for selecting organizations, and then, managers meeting the pre-defined criteria, were selected for the study. Two hundred ninety-one officials from nine public enterprises participated in the survey. The findings suggest that level of transfer of training is moderate, and two trainee characteristics, viz.: learning transfer motivation and content validity, positively and significantly affect transfer of training whereas self-efficacy does not have such effect. Supervisory support moderates the relationship between content validity and transfer of training but not between learning transfer motivation and transfer of training. Managerial and research implications of the findings are discussed.

show abstract

Section: S Singhmentioning

confidence: 99%

Trainee Characteristics and Transfer of Training: Effect of Supervisory Support (A Study of Public Managers in Nepal)

Singh

2017

J. Bus. Mgt. Res.

View full text Add to dashboard Cite

show abstract

“…Anonymous, 1998;Bencivenga, 1998;Grossman, 2002;Hays, 1998;Khanna & New, 2008;Poe, 2000;Sunoo, 2000;Thomas, 2005). Common changes include introducing open plan offices, cubicles and ergonomic furniture and have led to increased worker performance and satisfaction (Bencivenga, 1998;Brockbank, 1999;Grossman, 2002;Khanna & New, 2008;Kupritz, 2002;May, Oldham, & Rathert, 2005;Vanarsdall, 2005), improved communication and teamwork (Brockbank, 1999;May, 2008), better transfer to the job of learned skills (Kupritz, 2002), and better recruitment and retention of qualified personnel (Earle, 2003;Hays, 1998). HRM involvement in major changes in office spaces in Continental Europe have been reported, for example, in companies in Sweden (Edvinsson, 1997), Denmark (Koch, 2003), and in the Netherlands (Hogenes, Dul & Haan, 2006).…”

Section: Introductionmentioning

confidence: 99%

Knowledge workers' creativity and the role of the physical work environment

Dul

Ceylan

Jaspers

2011

Human Resource Management

263

202

View full text Add to dashboard Cite

The present study examines the effect of the physical work environment on the creativity of knowledge workers, compared with the effects of creative personality and the social-organizational work environment. Based on data from 274 knowledge workers in 27 SMEs, we conclude that creative personality, the social-organizational work environment, and the physical work environment independently affect creative performance. The relative contribution of the physical work environment is smaller than that of the social-organizational work environment, and both contributions are smaller than that of creative personality. The results give support for HR practices that focus on the individual, on the social-organizational work environment, and on the physical work environment in order to enhance knowledge worker creativity.

show abstract

“…In other words, the ultimate goal of training should be positively transferred into the workplace (Berry & Morris, 2005). Unfortunately, research revealed there is only a lower percentage of learning actually transferred into job performance (Holton & Baldwin, 2000 ;Kupritz, 2002). Training transfer (TT) is an important concern for training researchers and practitioners due to it being estimated that only a small percentage of the training actually results in transfer to the job (Baldwin & Ford, 1988).…”

Section: Introductionmentioning

confidence: 99%

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

Wen¹,

Lin

2014

IJLD

View full text Add to dashboard Cite

Training transfer is an important concern for researchers and practitioners due to the huge budget on training but lower estimation of transfer in practical domains. Researches revealed training design, trainees' characteristics and work environment characteristics are the most important sets of variables in a training context. This study intended to examine individuals' cognition of motivation with perceived organizational transfer climate by structural equation modeling (SEM) from broad industries in Taiwan. 500 questionnaires were sent to participants and 316 usable returns in 63.2% return rate were computed. The results revealed the predictor role of the positive organizational transfer climate to both motivation to learn and motivation to transfer. Both motivation to learn and motivation to transfer predict training transfer and played mediator roles of transfer climate to training transfer. Moreover, motivation to transfer also mediated motivation to learn to training transfer. In addition to confirm the prediction role of positive organizational transfer climate, this study contributed to reinforce the relationship among motivation to learn, motivation to transfer, and training transfer.

show abstract

The relative impact of workplace design on training transfer

Abstract: The multidimensional nature of training transfer presents a formidable challenge to organizations. Corporate America has continued to spend billions of dollars annually on training, yet much of it either failed to transfer or has been extinguished over time (Broad

Cited by 63 publications

References 31 publications

Trainee Characteristics and Transfer of Training: Effect of Supervisory Support (A Study of Public Managers in Nepal)

Trainee Characteristics and Transfer of Training: Effect of Supervisory Support (A Study of Public Managers in Nepal)

Knowledge workers' creativity and the role of the physical work environment

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

Contact Info

Product

Resources

About