The influence of trainees' characteristics on the transfer of entrepreneurship training: Evidence from microfinance institutions in Tanzania

Abstract

While entrepreneurship training is essential for the growth and sustainability of enterprises, the literature identifies several challenges which contribute to insufficient transfer (application) of trained materials to enterprises. Yet, the extant literature on training transfer is inconclusive, with minimal focus on trainee personal characteristics and scarce visualization of transfer as a dimensional concept. The study addressed this gap by examining the influence of selected trainee demographics on dimensions of near, far and creative transfer of entrepreneurship training. Based on a survey of 418 trainees in Tanzanian community‐based microfinance institutions, findings reveal that, each dimension of training transfer tested was influenced by a different set of demographic determinants. It was evident that elders were less enthusiastic about near and far application of entrepreneurship training. Males perceived slightly more training transfer in far and creative domains while those with higher education levels were more likely to apply training in all transfer dimensions. Those with exposure to entrepreneurship were more convinced of the value of applying the trained skills to near and creative domains. Consequently, the study advances Andragogy by showing the contextual nature of applicability of its principles, as well as the dependence of training transfer on contextual factors surrounding trainees.

Trainee Characteristics Affecting Training Transfer Among the TVET Instructors

“…More to this, perceived training transfer was found to differ across instructors' gender and marital status within personal attributes and institutional type and years of experience in instruction within professional attributes which was the prime concern of this research. This study shows that female instructors perceive higher training transfer than male instructors which contradicts the findings of extant research (Example: Hicks, 2006;Minja et al, 2022). It shows a new lens on how female trainees can transfer the training more than male trainees.…”

“…Demographic factors as one of the components of trainee characteristics influence the training transfer process but the effects of these factors are contextual. Regarding the role of gender in training transfer, female trainees were found to have lower learning levels compared to males (Minja et al, 2022) as well as lower motivation to learn (Hicks, 2006). These findings are justified by the contexts of South Asia, particularly Nepal since the female have less access to TVET and other resources (Asian Development Bank, 2017).…”

Developing a Model for Graduate Employability Transfer of Training

“…Individuals interpret information cues from the external environment by receiving them and responding accordingly. It is worth noting that trainees with different characteristics who are in a supportive learning atmosphere absorb the training content in the context of their characteristics, i.e., the expectations of their competence (Minja et al, 2022), and through vivid cues available in the work environment, which may lead to a higher level of transfer of training.…”

Transfer of sustainability training in land and conservation agriculture project: A behavioral study in Iran

“…Bates and Khasawneh (2005) measured training transfer in the field of perceived organization innovativeness. Minja et al (2022) advanced andragogy by showing the contextual nature of the applicability of its principles, as well as the dependence of training transfer on contextual factors surrounding trainees. Santana-Domínguez et al (2022) proposed the training transfer system as the basis for future empirical studies to maximize the utility of training programs for various fields.…”