Introduction: I have chosen the article “Trainees’ Characteristics in Training Transfer: The Relationship among Self-Efficacy, Motivation to Learn, Motivation to Transfer and Training Transfer” written by Melody Ling-Yu Wen and Danny Yung-Chuan Lin, published in International Journal of Human Resource Studies in 2014. Melody & Danny clearly defined objective of the study which is being used globally by every organisation to improve their productivity.
Today, the era has come in which new technologies are being introduced at every level of work from top to bottom. To understand this knowledge and skills, organisations are conducting training by investing a lot but the implementation of training at workplace is negligible. Therefore, this …show more content…
Workers are being motivated externally and internally in different ways by different companies. For example, some corporate speciality hospitals motivate their staff by choosing ‘star of the month’ or some pay rewards to staff to encourage them in order to achieve the goal.
Motivation to transfer is the desire of the individual to implement learned skills at their workplace (Noe & Schmitt, 1986).The study model, consists of six hypothesis as follows:
1. Self-efficacy positively predicts training transfer.
2. Motivation to learn positively predicts training transfer.
3. Self-efficacy positively predicts motivation to learn.
4. Motivation to transfer positively predicts training transfer.
5. Motivation to transfer mediates the relationship between self-efficacy to training …show more content…
The self-reporting may not always be correct despite of the best efforts to be honest. Its rating scale, individuals have their own ways of interpretation while using the scale. Some people use “9” on a “10” while others with the same opinion use “8” because they interpret the points on the scale in a different manner. Some people likes to points on the edges of the scale (Austin, Gibson, Deary, McGregor, & Dent, 1998). Trainees report themselves without any supervision. So, this allows participants to respond spuriously in the forms. Trainees cannot clear their doubts while completing the questionnaire because of the unavailability of the supervisor ( Fan et al., 2006). In the future, reporting should be done from the trainees as well as from the supervisors in order to collect the authenticate data. Social organizations supervisors also contribute a lot in these type of training programmes (Gregoire, Propp, & Poertner, 2015). If the article of this topic was based on Maori people of New Zealand, it should be in compliance with the 1993 privacy act and should have minimal risk for the study participants. But the study has done in Taiwan, so these regulations are not applicable for this specific study. This type of study should be encouraged in New Zealand also in order to get the findings in Maori people and to evaluate the difference in
Today, the era has come in which new technologies are being introduced at every level of work from top to bottom. To understand this knowledge and skills, organisations are conducting training by investing a lot but the implementation of training at workplace is negligible. Therefore, this …show more content…
Workers are being motivated externally and internally in different ways by different companies. For example, some corporate speciality hospitals motivate their staff by choosing ‘star of the month’ or some pay rewards to staff to encourage them in order to achieve the goal.
Motivation to transfer is the desire of the individual to implement learned skills at their workplace (Noe & Schmitt, 1986).The study model, consists of six hypothesis as follows:
1. Self-efficacy positively predicts training transfer.
2. Motivation to learn positively predicts training transfer.
3. Self-efficacy positively predicts motivation to learn.
4. Motivation to transfer positively predicts training transfer.
5. Motivation to transfer mediates the relationship between self-efficacy to training …show more content…
The self-reporting may not always be correct despite of the best efforts to be honest. Its rating scale, individuals have their own ways of interpretation while using the scale. Some people use “9” on a “10” while others with the same opinion use “8” because they interpret the points on the scale in a different manner. Some people likes to points on the edges of the scale (Austin, Gibson, Deary, McGregor, & Dent, 1998). Trainees report themselves without any supervision. So, this allows participants to respond spuriously in the forms. Trainees cannot clear their doubts while completing the questionnaire because of the unavailability of the supervisor ( Fan et al., 2006). In the future, reporting should be done from the trainees as well as from the supervisors in order to collect the authenticate data. Social organizations supervisors also contribute a lot in these type of training programmes (Gregoire, Propp, & Poertner, 2015). If the article of this topic was based on Maori people of New Zealand, it should be in compliance with the 1993 privacy act and should have minimal risk for the study participants. But the study has done in Taiwan, so these regulations are not applicable for this specific study. This type of study should be encouraged in New Zealand also in order to get the findings in Maori people and to evaluate the difference in