The influence of General Perceptions of the Training Environment on Pretraining Motivation and Perceived Training Transfer

Abstract

The present study was conducted to determine whether trainees’ general beliefs about training affect pretraining motivation and transfer of training in a large-scale training curriculum. In addition, the influence of social support for training from four organizational constituents (top management, supervisors, peers, and subordinates) and task constraints in the work environment on pretraining motivation and training transfer were evaluated. Nine hundred sixty-seven managers and supervisors completed a questionnaire that assessed 14 constructs. Structural equations analysis with LISREL VII indicated that the overall reputation of training, intrinsic and compliance incentives, organizational commitment, and three social support variables (subordinate, supervisor, and top management support) were predictive of pretraining motivation. In addition, pretraining motivation and subordinate, peer, and supervisor support were predictive of managers’ perceived training transfer. These findings suggests that previous theory and research (e.g., Noe, 1986; Noe & Schmitt, 1986) serve as a useful heuristic for predicting the effects of general beliefs about training on training effectiveness. Implications of the-findings for future research and practice are discussed.

Assessing Influences on Perceived Training Transfer: An Investigation of Perceptions of Air Force Logistics Readiness Officer Technical School Graduates

“…Based on the literature, training transfer is a surrogate for training effectiveness which means that training transfer can be used in place of training effectiveness in research models (Cannon-Bowers, Salas, Tannenbaum, & Mathieu, 1995;Facteau et al, 1995;Noe & Schmitt, 1986;Thayer & Teachout, 1995). Before a technical school can effectively train students, it would be beneficial to understand the influences on training transfer.…”

“…The definition of training transfer used in this research is the ability to apply what one has learned from training back to one's job (Facteau et al, 1995;Thayer & Teachout, 1995). Early literature by Baldwin and Ford (1988) reviewed multiple studies that researched the construct of training transfer and determined ways to measure how much training one has applied on the job.…”

“…Training transfer has been defined by multiple studies as the ability to apply what one has learned from training back to one's job (Facteau, Dobbins, Russell, Ladd, & Kudisch, 1995;Kanu, 2003;Machin & Fogarty, 2003). These studies have researched training transfer models using private sector samples.…”

“…These studies have researched training transfer models using private sector samples. Examples include the study of management training for Tennessee State government employees (Facteau et al, 1995); leadership development training for Health Agencies in Vancouver, Canada (Kanu, 2003); and computer training at Queensland Police Service (Machin & Fogarty, 2003).…”

“…A model of the influences on training transfer was explored in Facteau et al's research (1995). Focusing solely on training transfer without understanding the influences that are antecedents to it, leads to an incomplete understanding of the construct itself (Facteau et al, 1995). While there have been many studies on civilian training programs and the influences on training transfer, there are few studies on these same influences as viewed by military members attending training (e.g., Salas, Milham, & Bowers, 2003).…”