Impact of motivation to learn on perceived training transfer: empirical evidence from a bank
The main purpose of this study is to examine what are the elements of motivation, and perceived training transfer factors affecting training of employees as well as relationship between motivation to learn and perceived training transfer working in a Malaysian Bank. Literature reviews revealed tha...
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| Format: | Conference or Workshop Item |
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| Online Access: | http://eprints.uthm.edu.my/3402/ http://eprints.uthm.edu.my/3402/1/MGT062.pdf |
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| Summary: | The main purpose of this study is to examine what are the elements of motivation, and perceived
training transfer factors affecting training of employees as well as relationship between motivation to
learn and perceived training transfer working in a Malaysian Bank. Literature reviews revealed that there
is still room to investigate into these areas. A total of 194 sets of structured questionnaires were
distributed to all the supporting staff of all the 11 Branches of Bank of Southern Region. All participants
of the censor population responded to the survey. This study finds that the elements of motivation to learn
are intervention fulfillment, learning outcome, job attitude, target achievement, and expected utility. The
perceived training transfer elements that are found affecting training are trainee reactions, job attitude and
improved job competency. The relationship between these variables and implications of this study are
reported. |
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