THE EFFECT OF TRANSFER DESIGN, MOTIVATION AND TRANSFER ENVIRONMENT ON TRANSFER OF TRAINING IN AN ORGANIZATION

Abstract

Using motivation to transfer, transfer design, and transfer climate as independent factors, this study intends to examine the mechanism between transfers of training as the dependent variable. Job satisfaction is clearly looked at as a mediating factor to support and transfer of training. By examining the connections between job satisfaction, transfer of training, motivation to transfer, transfer design, and transfer climate, this article aims to close this gap as well. Methodology A group of employees were surveyed to get the data for this study. This quantitative analysis is based on information gathered from 306 organization workers. Findings The mediation impact of job satisfaction and independent variables of motivation to transfer, transfer climate and transfer design on transfer of training dependent variable was established by (Smart PLS) software. Limitations This study may be limited by the fact that transfer of training was assessed by self-report rather than by real trainee observation. Employees who have been selected for the questionnaire, therefore when the time gets near, some participants may have filled or underestimated their responses. Recommendations The manager are recommended to redesign the job descriptions of trainees and establish new objectives in light of the abilities. The managers are also recommended that after a period of training, the burden of trainees should be reduced, especially for those from privately held businesses. The training budget should be big enough to cover training costs.