TY - JOUR
T1 - Trainee versus supervisor assessment of training transfer
T2 - mediational analysis of transfer variables
AU - Park, Yoonhee
AU - Lim, Doo Hun
AU - Chang, Joohee
N1 - Publisher Copyright:
© 2016 Australian Human Resources Institute
PY - 2017/4/1
Y1 - 2017/4/1
N2 - This study investigated the mediating relationships among an organizational variable (supervisory support), three trainee characteristics (self-efficacy, expected utility, and learning motivation), a training design variable (content relevance), and training transfer perceived by both the trainees and the supervisors in South Korean organizational setting. Data analysis indicated that course relevance mediated the relationships between the study variables for both the trainee's and the supervisor's assessment of training transfer. Based on the study findings, training transfer is considered a multiphasic process including many factors interacting simultaneously rather than a linear influential process. For practical implications, content relevance and expected utility were identified as critical factors to enable training transfer in the workplace, which could be controlled and developed by training designers. Also, supervisory support should be carefully controlled to reduce its negative effect on training transfer.
AB - This study investigated the mediating relationships among an organizational variable (supervisory support), three trainee characteristics (self-efficacy, expected utility, and learning motivation), a training design variable (content relevance), and training transfer perceived by both the trainees and the supervisors in South Korean organizational setting. Data analysis indicated that course relevance mediated the relationships between the study variables for both the trainee's and the supervisor's assessment of training transfer. Based on the study findings, training transfer is considered a multiphasic process including many factors interacting simultaneously rather than a linear influential process. For practical implications, content relevance and expected utility were identified as critical factors to enable training transfer in the workplace, which could be controlled and developed by training designers. Also, supervisory support should be carefully controlled to reduce its negative effect on training transfer.
KW - course relevance
KW - mediational analysis
KW - South Korea
KW - supervisor assessment
KW - training transfer
UR - http://www.scopus.com/inward/record.url?scp=84966415601&partnerID=8YFLogxK
U2 - 10.1111/1744-7941.12116
DO - 10.1111/1744-7941.12116
M3 - Article
AN - SCOPUS:84966415601
VL - 55
SP - 192
EP - 212
JO - Asia Pacific Journal of Human Resources
JF - Asia Pacific Journal of Human Resources
SN - 1038-4111
IS - 2
ER -