The influence of social and organizational support on transfer of training: evidence from Thailand

Abstract

This study focused on integrating social and organizational support as moderators into the main analysis model of the relationship between learning -specifically perceived knowledge retained -and its transfer as perceived by participants. We used hierarchical regression analysis in order to test our hypotheses. Results were generally supportive across knowledge retained and transfer. Findings further supported a hypothesized effect of knowledge retained and coworker support on transfer: higher levels of knowledge retained and coworker support increased the positive effects on higher transfer. Contrary to expectation, organizational and supervisory support did not show moderating effects. These results suggest that, in order to enhance transfer of training, organizationsshould focus more on creating environments that enhance coworker support, at least in the short term. However, for the longer term, organizations must improve the quality of other types of support as well in order to more effectively exploit the opportunities for training transfer.

The Factors that Influence the Transfer of Training in Disaster Preparedness Training: A Review

“…Work Environment The most powerful influence in the work environment is to create a conducive climate at the workplace and to ensure both supervisor support and peer support (Blume, Ford, Baldwin, & Huang, 2009) (Homklin, Takahashi, & Techakanont, 2014). Social support is one of the strong relationships in the transfer of training.…”

La evaluación de cursos de formación online: el caso ISTAS

“…Con el fin de incrementar la transferencia del aprendizaje, las organizaciones deben centrarse más en la creación de entornos de aprendizaje que potencien el apoyo del compañero de trabajo, al menos en el corto plazo. Sin embargo, a más largo plazo, las organizaciones deben mejorar también la calidad de otros tipos de apoyo, para aprovechar de manera más eficaz las oportunidades de transferencia del aprendizaje (Homklin et al, 2014).…”

“…El apoyo en la gestión percibida por los empleados y el apoyo en el trabajo tienen un impacto significativo en la utilidad percibida del e-Learning para el aprendizaje individual, y el apoyo organizacional percibido tiene una influencia significativa en la utilidad percibida del e-Learning para el aprendizaje social (Cheng, Wang, Moormann, Olaniran, & Chen, 2012). Niveles más altos de conocimiento retenido y el apoyo al compañero de trabajo incrementan la transferencia del aprendizaje (Homklin, Takahashi, & Techakanont, 2014). Bausch, Michel, & Sonntag (2014) estudiaron cómo el género influye en el efecto de la edad sobre la autoeficacia y el éxito de la formación.…”

Impacto do treinamento no trabalho: determinantes individuais e contextuais em cursos corporativos a distância

“…e dos companheiros de trabalho, principalmente de seus pares, foram os que tiveram seus desempenhos modificados, tanto em termos específicos (impacto em profundidade) como gerais (impacto em amplitude). Esses resultados confirmam achados já cotejados em inúmeras investigações prévias (Blume et al, 2010;Chiaburu, 2010;Gunawardena et al, 2010;Homklin et al, 2014;Joo et al, 2011;Mourão et al, 2014;Pham et al, 2012;Pilati & Borges-Andrade, 2012;Simosi, 2012; 2010a) e indicam a pertinência de se continuar medindo os níveis de satisfação pós-treinamento e os suportes oferecidos para a produção de consequências positivas sobre a performance no trabalho de participantes de eventos instrucionais. O quão satisfeitos os egressos ficaram com a formação e tiveram a percepção de suporte à transferência dos novos conhecimentos e habilidades importam e geram implicações de caráter aplicado: o treinamento será transferido para o ambiente de trabalho à medida que essas condições tenham sido atendidas.…”