Research Aims: This study aims to examine the influence of social support on training transfer and investigate the mediating effect motivation to improve work through learning has on this relationship. Design/Methodology/Approach: This study used a quantitative design, utilising a cross-sectional survey via self-administered questionnaires, with experienced firefighters as respondents. Out of the 500 questionnaires received, 395 were valid responses and were further analysed using statistical analyses, such as confirmatory factor analysis and structural equation modelling. Research Findings: While peer support is a strong driver of training transfer, supervisor support has no significant influence on training transfer. Also, motivation to improve work through learning mediates the effect of social support on training transfer. Ample support from supervisors and peers to employees at work enhances employees’ motivation to improve work through learning and leads to applying the acquired knowledge, skills and abilities. Theoretical Contribution/Originality: This study provides evidence that human resource administrators should enhance the social support provided to employees to ensure that the new knowledge, skills and abilities acquired via training programmes are utilised on the job. Managerial Implications in the South East Asian Context: Social support is critical in public or private organisations. Adequate support to employees is needed to enable employees to benefit from the newly acquired knowledge, skills and attitudes gained through training. However, social support alone is insufficient without considering employees’ motivation to improve performance. Employees’ motivation to improve work through learning must be emphasised when promoting positive training transfer in organisations. Research Limitation & Implications: The cross-sectional approach and single informant limit the generalisability of the findings. Since the present study sample was drawn from one country and a single organisation, future studies could replicate the research in other countries and various organisation types to enrich the findings. Keywords: social support, supervisor support, motivation to improve work through learning, training transfer
Research Aims: This study examines the effect of training content on trainee outcomes and the mediating role of trainees’ motivation in the relationship between training content and organisational citizenship behaviour. Design/Methodology/Approach: A cross-sectional research design was employed to collect 320 survey questionnaires from employees at the Malaysian federal government’s central agencies in Kuala Lumpur Federal Territory. The SmartPLS software programme was utilised to assess the quality of the instrument and subsequently test the hypotheses. Research Findings: The results demonstrate that training content significantly determines trainee outcomes. Trainees’ learning motivation significantly mediates the relationship between training content and organisational citizenship behaviour. Theoretical Contribution/Originality: This study reveals that training motivation mediates the relationship between training content and organisational citizenship behaviour in the organisational sample. This finding supports and broadens previous studies conducted in South East Asian and other countries. Managerial Implication in the South East Asian context: The study findings can assist managers in understanding different paradigms of trainees’ motivation construct and formulate employee-oriented training instructions to maintain and upgrade organisational sustainability. Research Limitation & Implications: This study has certain methodological and conceptual limitations that must be addressed in future research to strengthen its findings. Keywords: Malaysian federal government’s central agencies, organisational citizenship behaviour, SmartPLS, trainees’ motivation, training content
<span lang="EN-US">A review of the recent studies about tertiary education student development reveals that when mentors do not practice effective relationships in mentoring programs regardless of how well designed the mentoring programs are, the goals will not be achieved. Even though many studies have been done, the role of mentoring relationships as a vital predicting variable is largely ignored in the tertiary education mentoring research literature. Hence, the current study is done to investigate the effect of mentoring relationships on mentees’ success. A cross-sectional method is used to collect survey questionnaires from undergraduate students in teaching-based universities in Sarawak. The SmartPLS is utilized to assess the quality of the study instrument and test the research hypotheses. The findings of the SmartPLS path model analysis reveal that implementation of comfortable communication and sufficient support by mentors in structured and unstructured mentoring activities has been an important antecedent of mentees’ career and leadership development. Thus, this finding may be used as significant guidelines by practitioners to understand diverse paradigms of mentoring relationship construct and planning collaborative and developmental mentoring programs to prepare mentees to become potential leaders in the 21st century of global market challenges and difficulties.</span>
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