Abstract:
This study explores the dynamics of training transfer by investigating the influence of individual traits—Self-Efficacy, Proactive Personality, and Mastery Goal Orientation—on the successful application of learned skills in the workplace, with a particular focus on the moderating role of Organizational Support. Conducted within the rapidly evolving IT industry of Pakistan, the study adopts a quantitative research approach using structured questionnaires administered to 270 respondents working across various IT firms. The primary aim was to identify whether personal psychological characteristics significantly affect the extent to which employees transfer training to their jobs and whether organizational backing enhances this relationship. The results indicate that all three individual traits have statistically significant positive effects on training transfer, with Mastery Goal Orientation emerging as the strongest predictor. Additionally, the findings confirm that Organizational Support positively moderates the relationships between Self-Efficacy and Mastery Goal Orientation with Training Transfer. The moderation effect between Proactive Personality and Training Transfer was marginally significant, suggesting partial support. These insights underscore the dual importance of personal readiness and environmental support in shaping training effectiveness. The study contributes to the literature by integrating psychological and contextual factors into a unified model, offering both theoretical and practical implications. It highlights the necessity for HR practitioners to evaluate personality traits during training design and to cultivate supportive work environments that encourage the application of newly acquired skills. Furthermore, the research adds empirical value to the South Asian training transfer discourse, encouraging future exploration through longitudinal and cross-industry comparisons.
