A The Impact of Perceived Training Utility on Transfer of Training: The mediating role of Motivation to Transfer
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The purpose of this study was to examine the mediating role of motivation between the relationship of perceived training utility and transfer of training. Data were obtained from 215 employees working in the banking sector. SPSS and AMOS statistical software were used to test the hypothesized model. Consistent with social cognitive theory, results suggested a significant positive relationship of perceived training utility with motivation to transfer and transfer of training. The results further revealed that the relationship between perceived training utility and transfer of training had an indirect effect via Motivation to transfer. This study has made a significant theoretical contribution to the literature by exploring the mechanism through which perceived training utility affects transfer of training. This study will help HRD professionals to understand the importance of perceived training utility in transfer of training.Abstract
The purpose of this study was to examine the mediating role of motivation in the relationship between perceived training utility and transfer of training. Data were collected from 215 employees working in the banking sector. SPSS and AMOS statistical software were used to test the hypothesized model. Consistent with social cognitive theory, the results indicated a significant positive relationship between perceived training utility, motivation to transfer, and transfer of training. Furthermore, the findings revealed that the relationship between perceived training utility and transfer of training is indirectly influenced through motivation to transfer. This study makes a meaningful theoretical contribution by identifying the mechanism through which perceived training utility affects transfer of training and offers practical insights for human resource development professionals regarding the importance of perceived training utility in facilitating training transfer.
