Linking positive affect and motivation to transfer within training: a multilevel study

Paulsen, Hilko; Kauffeld, Simone

doi:10.1111/ijtd.12090

Cited by 26 publications

(28 citation statements)

References 95 publications

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“…Motivation to transfer plays a very important role in transfer of training (Paulsen and Kauffeld, 2016). It may be very hard to apply learned skills to the workplace without motivation (Bhatti and Kaur, 2010).…”

Section: Motivation To Transfermentioning

confidence: 99%

Impact of self-efficacy and retention on transfer of training

Iqbal

Dastgeer

2017

JMD

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Purpose Training plays a vital role in the success of an organization as it provides the employees an opportunity to improve their competencies. The purpose of this paper is to examine the mediating effects of motivation to transfer between self-efficacy, training retention and transfer of training. Design/methodology/approach Research hypotheses were tested using quantitative research technique. The data were collected through self-administered questionnaire from 300 employees working in the banking sector of twin cities (Rawalpindi and Islamabad), of Pakistan. In total, 215 questionnaires were finally used for analysis. Findings The findings of this study reveal that motivation to transfer mediates the relationship between self-efficacy, training retention and transfer of training. Practical implications Although previous studies have tested the impact of self-efficacy and training retention on the transfer of training, but the mechanism through which self-efficacy and retention influence transfer of training remained underexplored. Knowing the role of self-efficacy and training retention as the antecedents of motivation to transfer can help the training managers to design an effective and efficient training plan. Originality/value This study will contribute to the existing body of knowledge especially in the Pakistani context by testing the role of trainee’s characteristics in transfer of training. Also, this study has empirically tested the mediating role of motivation to transfer between trainee’s characteristics (self-efficacy and retention) and transfer of training which has not been tested before.

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Section: Motivation To Transfermentioning

confidence: 99%

Impact of self-efficacy and retention on transfer of training

Iqbal

Dastgeer

2017

JMD

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“…Motivation to transfer refers to the trainees desire to apply to their work the knowledge and skills mastered in the training program (Gegenfurtner et al ., , ; Grohmann et al ., ; Noe, ; Noe & Schmitt, ; Paulsen & Kauffeld, ). Overwhelmingly, the literature examining the relationship between motivation to transfer and transfer of training reports positive correlation estimates (e.g.…”

Section: Introductionmentioning

confidence: 99%

Social support and motivation to transfer as predictors of training transfer: testing full and partial mediation using meta‐analytic structural equation modelling

Reinhold

Gegenfurtner

Lewalter

2018

Int J Training Development

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Social support and motivation to transfer are important components in conceptual models on transfer of training. Previous research indicates that both support and motivation influence transfer. To date, however, it is not yet clear if social support influences transfer of training directly, or if this influence is mediated by motivation to transfer. Conceptually, some models assume that motivation to transfer fully mediates the influence of social support on transfer (full mediation models), whereas other models also include direct relationships between social support and transfer of training (partial mediation models). In addition, some models specify finer subdimensions of social support, such as supervisor support, peer support, supervisor sanctions and feedback/coaching. What is the relative influence of these dimensions on the transfer of training? To what extent does motivation to transfer mediate the influence of different support dimensions and transfer? Aimed at answering these questions, the present metaanalysis (k 5 32 studies, N 5 5487 participants) examined the relationships between social support, motivation to transfer and transfer of training. Social support was conceptualized in four dimensions: supervisor support, peer support, supervisor sanctions and feedback/coaching. Meta-analytic structural equation modelling was used to test a partial mediation model and a full mediation model. Full mediation resulted in a better bs_bs_banner model fit. Peer support was the strongest predictor of motivation to transfer, and feedback/coaching was the strongest predictor of transfer of training. Theoretical and practical implications of the findings for developing conceptual models, measurement instruments and training interventions are discussed.

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“…Autonomous motivation is defined as the internal desire of an individual to transfer training whereas, controlled motivation is regulated through organizational rewards and incentives (Gegenfurtner et al, 2009). Previous studies have proposed two factors, namely, self-efficacy and motivation to learn and they are believed to have a significant influence on MTT (Kontoghiorghes, 2002;Machin & Fogarty, 2004;Paulsen & Kauffeld, 2017). The above discussion indicates that the influence of POS on MTT seems to be essential for the transfer of training, however, its impacts may be examined.…”

Section: Hypotheses Developmentmentioning

confidence: 98%

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

Ahmer

Aamir

Ali

et al. 2020

JBSEE

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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.

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Linking positive affect and motivation to transfer within training: a multilevel study

Cited by 26 publications

References 95 publications

Impact of self-efficacy and retention on transfer of training

Impact of self-efficacy and retention on transfer of training

Social support and motivation to transfer as predictors of training transfer: testing full and partial mediation using meta‐analytic structural equation modelling

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

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