Abstract
The study was proposed to determine key factors in process training and job performance in higher education sector. These has been a sufficient number of studies suggesting that knowledge sharing, transfer climate and motivation to share knowledge facilitate employee training transfer and might increase job performance. There researches about the process training are still inconclusive in the Palestinian context as there is ambiguity that process-training factors such as knowledge sharing, transfer climate and motivation to share knowledge are associated with training transfer and job performance. Hence the current research aimed to examine how process training factors are related to job performance and to investigate the mediating role of training transfer in this relationship. Being quantitative in nature and having a target population of 7651 academic staffs a random sample of 300 comprises of academic staff from different Palestinian higher education institutes. The result suggested that the relationship of transfer climate and job performance is significantly mediated by training transfer. The study provides the discussion and recommendations too.
Highlights
Stern competition in the global business has led organizations to invest in training and development
The measurement model is done by performing confirmatory factor analysis (CFA) while the structural model is the path analysis to test the multiple hypothetical relationships simultaneously
All items were used to measure the constructs at first order including
Summary
Stern competition in the global business has led organizations to invest in training and development. Empirical studies as well as the business reports have collectively supported the strong link between employee training and performance prospects due to which, they seem to be investing billions globally for the sake of it [1]. Study by [2] suggested that nearly 66 to 90 percent of the skills taught in training and learning sessions are lost because of poor training transfer measures. The report suggested that hardly 21 percent of the enterprises focus on assessing the training transfer and its extent among the workforce [3]. Organizations incur massive losses if the employees do not transfer the learned skills to the workplace. This paper aims to outline the reasons behind the lack of training transfer and how the process-training factors can foster training transfer and job performance
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