The effects of perceived organizational support and job satisfaction on transfer of training

Zumrah, Abdul Rahim; Boyle, Stephen

doi:10.1108/pr-02-2013-0029

Cited by 84 publications

(87 citation statements)

References 91 publications

(143 reference statements)

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“…Specifically, this study examines the relationship among perceived organizational support (POS), transfer of training and service quality. A recent study shows that POS has a positive impact on transfer of training (Zumrah et al, 2012). There was also one study which indicated that transfer of training was positively related to service quality (Zumrah et al, 2013).…”

Section: Malaysian Public Sectormentioning

confidence: 96%

Examining the relationship between perceived organizational support, transfer of training and service quality in the Malaysian public sector

Zumrah

2015

European Journal of Training and Development

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Purpose – This study aims to investigate the relationships among perceived organizational support (POS), transfer of training outcomes to the workplace and service quality in the context of public sector organizations in Malaysia. Design/methodology/approach – The data for this study have been collected from three sources, the employees of public sector organizations in Malaysia, their supervisors and their colleagues through surveys. Findings – The findings reveal that transfer of training has a mediating effect on the relationship between POS and service quality. Practical implications – The findings illustrate that both elements, which are the support from organization (in terms of valuing employee contribution and caring about their well-being) and employee work attitude (applying the knowledge, skills and attitudes that are learned during training on the job) are significant in influencing employee service quality. Originality/value – This study adds to the small number of studies examining the mediator of the POS and service quality relationship. Such research is essential to understand a mechanism that links POS and service quality. This study also extends the literature by examining together the factor (POS) and the consequence (service quality) of transfer of training. To date, the number of empirical studies that have examined the factors and the consequences of transfer of training in one framework is still limited.

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Section: Malaysian Public Sectormentioning

confidence: 96%

Examining the relationship between perceived organizational support, transfer of training and service quality in the Malaysian public sector

Zumrah

2015

European Journal of Training and Development

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“…These results support hypotheses 1 and 2 of the study. Based on the previous results, this study indicates that the effects of religiosity on motivation to transfer are mediated by reaction (Chand, 2010;Zumrah & Boyle, 2015), so hypothesis 3 is supported. A discussion of the findings is presented in the following section.…”

Section: Analysis Resultsmentioning

confidence: 59%

“…In addition, this study propose that reaction positively relates to motivation to transfer eISSN: 2357eISSN: -1330 Selection & Peer-review under responsibility of the Conference Organization Committee (Hypothesis 2). Both hypotheses a possible indirect effect between religiosity and motivation to transfer (Zumrah, 2015;Zumrah & Boyle, 2015). Thus, this study propose that reaction could be a mediator between religiosity and motivation to transfer.…”

Section: Reaction As a Mediatormentioning

confidence: 93%

Examine The Factor That Influence Training Reaction, And Its Consequence On Employee

Zumrah¹,

Khalid²,

Ali³

et al. 2016

European Proceedings of Social &Amp; Behavioural Sciences

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This study examines the relationship between religiosity, training reaction and motivation to transfer. Structured equation modelling is conducted on survey data from 306 public sector employees in Malaysia. The result of this study highlight the importance of religiosity as a trainee characteristic factor that can influence employee reaction toward the training program, and ultimately demonstrate positive intention to transfer the training outcomes in the workplace. The findings of this study is very important because the relationship between religiosity, reaction and motivation to transfer has not been examined in the literature, particularly the relationship between religiosity and reaction, and the role of reaction as a mediator between religiosity and motivation to transfer.

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“…In order to address these questions, this paper, primarily based on the Perceived Organizational Support theory (Baldwin, Magjuka, & Loher, 1991;Eisenberger, Huntington, Hutchison, & Sowa, 1986, Hicks & Klimoski, 1987Zumrah, Boyle, & Fein, 2011), further strives to develop the argument on the basis of the Adult learning theory (Houle, 1961;Knowles, 1968Knowles, , 1984, and the Expectancy theory of motivation (Vroom, 1964). Based on these theories, this paper argues that the perception of a supportive environment in the organization encourages and enhances employees' intention to participate in the non-mandatory trainings by fostering employees' dispositional characteristics, job involvement and career motivation.…”

Section: Introductionmentioning

confidence: 99%

Integrated Theoretical Model for Employees’ Intention to Participate in Non-Mandatory Trainings

Sutha¹,

Kailasapathy²,

Jayakody³

2016

IJBM

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The significance of non-mandatory training is presently being acknowledged across the globe and currently its importance has been raised to a level near to that of compulsory training. However, research evidence indicates that if the training is non-mandatory, employees are generally reluctant to participate in training programs. Yet, a study of the current literature suggests there is no appropriate theoretical framework to predict and explain the motivational and inhibitory factors underlying employee participation in non-mandatory training. This paper addresses this lacuna, drawing from the Adult Learning theory, the Expectancy theory and the Perceived Organizational Support (POS) theory; it argues that the perception of a supportive environment in the organization, the fostering of employees' dispositional characteristics, job involvement and career motivation, working together enhance employees' intention to participate in the non-mandatory training programs. Building on this argument further, it is proposed that when the perceived benefit of training is stronger, its effect on employee dispositional characteristics, job involvement and career motivation pertaining to participation in non-mandatory training becomes stronger. Being one of the early attempts at theorizing on employees' intention to participate in non-mandatory training, this paper hopes to provide an appropriate theoretical foundation for the empirical work in this field, while providing an insight for managers involved in non-mandatory training of employees.

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The effects of perceived organizational support and job satisfaction on transfer of training

Cited by 84 publications

References 91 publications

Examining the relationship between perceived organizational support, transfer of training and service quality in the Malaysian public sector

Examining the relationship between perceived organizational support, transfer of training and service quality in the Malaysian public sector

Examine The Factor That Influence Training Reaction, And Its Consequence On Employee

Integrated Theoretical Model for Employees’ Intention to Participate in Non-Mandatory Trainings

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