Motivation To Transfer Research Articles

Training effectiveness in an enterprise resource planning system environment

Purpose This study aims to examine the link between supervisor support, transfer motivation and post-training usage of enterprise resource planning (ERP) systems. The study tested the influence of supervisor support and transfer motivation on training transfer in a complex information systems environment. Second, the study tested the mediating effect of transfer motivation in the relationship between supervisor support and training transfer. Design/methodology/approach An online survey method was used to collect data from 170 ERP system users, who had previously attended ERP system training. The descriptive analysis was conducted with SPSS version 24, while Hayes Process Macro was used to test the research model and the mediation analysis. Findings The findings from this study showed that supervisor support and transfer motivation positively influence training transfer. The additional result also confirmed that transfer motivation mediates the relationship between supervisor support and training transfer. Research limitations/implications The study contributes to training theory by specifically analysing the interactions among supervisor support, transfer motivation and training transfer in a complex information system environment. One of the limitations of this study is the cross-sectional design adopted; future studies could improve by using multiple sources of data collection. Practical implications The study highlights the importance of social exchanges in an ERP transfer environment. Originality/value This paper provides a better understanding of the influences of supervisor support and transfer motivation on the transfer of hard skills in a complex environment.

Self‐regulated learning and training effectiveness

In recent years, training has shifted towards a more learner‐centred perspective. At the same time, rapidly changing workplaces emphasize the importance of self‐regulatory processes in the workplace. In the light of these trends, this research investigates the role of self‐regulated learning in training effectiveness. A theoretical model in which self‐regulated learning plays a central role in training evaluation was developed and validated using the structural equation method with a sample of 137 individuals. The results indicate that self‐regulated learning mediates the relationship between training climate and both transfer motivation and training evaluation. These findings indicate that the concept of self‐regulated learning plays a key role in the relationship between training context variables and organizational outcomes and offer new insights into the way organizations can improve training effectiveness.

Determinants of Off-Balance Sheet (OBS) Activities: A Case of Selected Retail Banks in Malaysia

The present paper examines factors influencing the Off-Balance Sheet activities of selected commercial banks in Malaysia for the period 2004- 2014. OBS activities are an integral part of financial institutions in response to the needs of businesses for different types of guarantee that have conflicting implications on the stability of financial institutions. Data collected on selected banks from the Bankscope database was analyzed using the Generalized Method of Moments (GMM) regression. Specifically, the study built its analysis on three main recognized determining factors namely: (1) liquidity motives, (2) credit risk transfer motive, (3) profitability motives, and (4) capital arbitrage motive. The findings thus suggest that the selected banks mainly used OBS instruments for capital arbitrage purpose, enhancing operational efficiency and managing loan portfolio risks. The findings further suggested that its usage for capital arbitrage purposes may undermine the regulatory measures of accurately estimating and monitoring the risk of banks. The findings thus offer significant practical and policy implications that can help to enhance financial stability. Keywords: off-balance sheet, liquidity, credit risk transfer, profitability, capital arbitrage

Social Support, Computer Self-Efficacy, Transfer Motivation and ERP Training Transfer

Enterprise resource planning (ERP) system has been acknowledged as a major driver of seamless and integrated operations. Implementing ERP is a challenging task, requiring configuration, migration from legacy systems. Therefore, the successful assimilation of ERP within an organisation requires building the requisite skills and knowledge to support both the implementation and post-implementation challenges. This study investigates the relationships among supervisor support, computer self-efficacy, transfer motivation and training transfer in an enterprise system environment. The sequential mediating effects of computer self-efficacy and transfer motivation was assessed in this study. Data collected from 170 users who previously attended an ERP system training program were analysed in this study using the SPSS version 24 and Hayes Macro Process. Findings from the analysis revealed direct relationships among the variables, and the full mediation effects influence of computer self-efficacy and transfer motivation in the relationship between supervisory support and training transfer.

Effects of trainee characteristics, training attitudes and training need analysis on motivation to transfer training

PurposeTrainees’ motivation to transfer the training imparted is an important constituent in determining required training outcomes in organizations. The purpose of this study is to examine the effects of trainee characteristics, training attitudes and training need analysis on motivation to transfer training.Design/methodology/approachResearch hypotheses were tested using a survey. A questionnaire was used to collect data from employees of an Indian governmental power transmission organization, attending any one soft skills training programme in the past year. Out of the 500 questionnaires distributed, 389 were deemed useable for the study, producing an effective response rate of 77.8 per cent.FindingsThe findings establish a direct and positive association between trainee characteristics, training attitudes and need analysis with transfer motivation.Originality/valueThis study contributes to extant literature by examining associations in hitherto underexplored areas such as that of training attitudes and training need analysis with transfer motivation. In addition, the findings provide insights into challenges pertaining to transfer motivation in soft skills training initiatives.

The Relationship among Learning Motivation, Transfer Climate, Learning Self-efficacy, and Transfer Motivation in Nursing Students Received Simulation-based Education

The Relationship among Learning Motivation, Transfer Climate, Learning Self-efficacy, and Transfer Motivation in Nursing Students Received Simulation-based Education

The impact of learner characteristics on training transfer expectation: a survey of Thai teachers’ perception of cloud computing tools

Researchers and practitioners have spent much time on and given a great deal of attention to the practical characteristics of professional development and its delivery in an attempt to understand the training transfer problem at the workplace. However, when we consider the individual employee as the primary agent of the transfer process, we cannot and should not ignore their perceived self‐rated attributes, motivation and expectations of learning and transfer at the pre‐training stage. In this study, it is hypothesized that, trainees’ answers to the questions ‘can I do this task?’ and ‘do I want to do this task?’ are positively associated with the level of transfer effort performance expectancy. The Learning Transfer System Inventory questionnaire was completed by 213 teachers in high schools and vocational schools in Thailand during their training on cloud computing tools. The findings reveal that a teacher’s personal characteristics (learning readiness, personal transfer efficacy, motivation to transfer, personal capacity and perceived content validity) at the pre‐training stage are significant predictors of transfer effort performance expectancy at the post‐training stage. This study can help training practitioners and managers to enhance learner characteristics prior to training with a view to increasing training transfer.

Bonobos voluntarily hand food to others but not toys or tools.

A key feature of human prosociality is direct transfers, the most active form of sharing in which donors voluntarily hand over resources in their possession Direct transfers buffer hunter-gatherers against foraging shortfalls. The emergence and elaboration of this behaviour thus likely played a key role in human evolution by promoting cooperative interdependence and ensuring that humans' growing energetic needs (e.g. for increasing brain size) were more reliably met. According to the strong prosociality hypothesis, among great apes only humans exhibit sufficiently strong prosocial motivations to directly transfer food. The versatile prosociality hypothesis suggests instead that while other apes may make transfers in constrained settings, only humans share flexibly across food and non-food contexts. In controlled experiments, chimpanzees typically transfer objects but not food, supporting both hypotheses. In this paper, we show in two experiments that bonobos directly transfer food but not non-food items. These findings show that, in some contexts, bonobos exhibit a human-like motivation for direct food transfer. However, humans share across a far wider range of contexts, lending support to the versatile prosociality hypothesis. Our species' unusual prosocial flexibility is likely built on a prosocial foundation we share through common descent with the other apes.

Mediation of transfer motivation on the relationship between trainee characteristics and transfer of training: evidence from educational sector in Nigeria

ABSTRACTThis paper is ambitious of investigating the mediating role of transfer motivation on trainee characteristics in transferring training on the population of Nigerian teachers. An aggregate of 1,000 copies of the questionnaire was distributed to the respondents in an Education Board in Nigeria. Totally, 605 copies of the questionnaire were finally retained for analysis. Smart-PLS’s measurement model, structural model and Sobel test were the techniques employed to assess and evaluate the statistical significance of relevant path coefficients. The findings showed that the extent to which employees are engrossed in organizational commitment and fully involved in their jobs would drive them to be desirous in making persistent and intense efforts towards utilizing skills and knowledge learned in the work settings. Also, the findings of this study highlighted that transfer motivation is a fundamental element in the transfer of training processes.

Examining the role of work context, transfer design and transfer motivation on training transfer

PurposeResearch on training transfer in India in general and insurance sector in specific adopting case study method is largely absent. This study aims to address this gap by adopting a case study method to explore the relationship between work context, transfer design and training transfer in an Indian Insurance company. It also examined the role of transfer motivation as a mediating variable between work context, transfer design and training transfer.Design/methodology/approachData have been collected from a public sector insurance company using a first ever vernacularly translated learning transfer system inventory (LTSI), following the translation and back translation process. Learning and development practitioners and academicians have been consulted and suggestions related to changing the language to be compatible with the insurance industry have been incorporated. Structural equation modeling (Amos 16) has been used to test the suggested model.FindingsThe significant positive relationship of peer support, supervisory support and opportunity to use and transfer design with training transfer can be attributed to the business context of the sample organization. Interestingly, the role of performance coaching and the mediating role of transfer motivation have been rejected. This study has proved the mediating role of transfer design.Originality/valueThis study is the first ever study on training transfer in Indian insurance sector adopting case study method. This study has used LTSI translated in an Indian vernacular language following the translation and back translation process.

Motives for Intergenerational Transfers: Some New Evidence from a Heteroscedasticity-Robust Approach

This paper tests whether intergenerational transfers are given out of altruism or part of an exchange. We uniquely draw a distinction between the transfer motives in a semiparametric, two-part model. Compared to models employed by extant studies, this approach makes less parametric assumption, preserves identification when an exclusive restriction is difficult to find, and accounts for heteroscedasticity explicitly. Using the Health and Retirement Study dataset, this more flexible approach documents a positive relationship between children's income and the transfer amount, which supports the exchange motive and overturns results from traditional parametric models. We also show that the significant differences between the two approaches are largely due to neglected heteroscedasticity rather than incorrect distributional assumptions.

The role of supervisor support on employees’ training and job performance: an empirical study

PurposeThe purpose of this study was to examine the relationships among supervisor support, awareness of employees’ developmental needs, motivation to learn, training readiness, motivation to transfer and job performance.Design/methodology/approachA total of 216 responses from educational organizations in the USA were analyzed using the structural equation modeling method.FindingsThe findings indicate that supervisor support for training directly affected motivation to learn; both developmental needs awareness and motivation to learn had direct and significant effects on training readiness, motivation to transfer and job performance; developmental needs awareness directly affected motivation to learn; training readiness directly affected motivation to transfer.Research limitations/implicationsThis study investigated how supervisor support contributes to motivation, training and job performance. In addition, this study attempted to bridge the gap in the literature by investigating the relationships among supervisor support, developmental needs awareness, learning motivation, training readiness, transfer motivation and job performance.Practical implicationsBy conducting an initial needs assessment of participants, human resource development (HRD) practitioners can reflect on what participants want and need when designing and implementing professional development programs. HRD practitioners can also collaborate with participants’ supervisors to prepare for interventions to improve the quality and practicality of existing professional development programs.Originality/valueAlthough the extant literature suggests that organizational support, motivation and training transfer are distinct but highly interrelated constructs; little is known about the predictive properties of a supervisor’s role in the training literature. Supervisors play a crucial role in that they can influence their subordinates on whether to participate in training programs. The ability of supervisors to provide adequate support and engage in comfortable communication about training programs may lead to enhanced motivation to learn and to greater training transfer. These potentially desirable effects motivate the researchers to further explore the nature of this component and its relationship with other training outcome variables.

The mediated moderation effect of career planning and transfer motivation on the relationship between organization’s learning support and training transfer

The mediated moderation effect of career planning and transfer motivation on the relationship between organization’s learning support and training transfer

Mediation Of Transfer Motivation On The Relationship Between Supervisor Support, Peer Support And Transfer Of Training

This paper investigated the mediation role of transfer motivation on supervisor and peers’ support in transferring training on the population of teachers. The constantly changing attitude of employees towards job has negatively affected the traditional employment engagement that offers an employee a sense of social support from supervisors and peers in their jobs. Thus, the emergence of additional several new training transfer variables from the studied data indicates that the existing training transfer models can be modified further. Hence, the hypotheses of this study are formulated.Survey design method and simple random sampling techniquewere utilized. Additionally, data is collected through survey questionnaire on the basis of 5-points Likert scale.An aggregate of 605 copies of the questionnaire were finally retained for analysis. Smart-PLS measurement and structural model were the procedures employed to assess and evaluate the statistical significance of relevant path coefficients. The findings showed that the extent to which employees are provided with social support in their jobs would drive them to be desirous in making persistent and intense efforts towards utilizing skills and knowledge learned in the work settings. Also, this study highlighted that transfer motivation is a key element in the transfer of training processes.

Altruism or exchange: what motives inter-household transfers in Burkina Faso?

Purpose The economic literature identifies two families of motives for private transfers: altruism and exchange. Altruistic models postulates that transfers are unselfish assistance to vulnerable and poor households. Exchange models, however, explain transfers as temporary assistance to households with the expectation of being paid back. The purpose of this paper is to analyze the motives of inter-households transfers in Burkina Faso and identify which model better explains observed transfers’ decisions. The findings can be useful to provide a information on the profile of households receiving and donating transfers and a better understanding of their roles in local communities. Design/methodology/approach The paper uses a nationally representative household survey in Burkina Faso that collects detailed information on inter-household transfers. It combines descriptive analysis with various econometric models to identify the type of behavior that better explain the receipt and donation of private transfers. To account for the non randomness of the receipt and donation of transfers in the population, the study estimates a Heckman model to address selection bias. Findings Preliminary analyses suggest that one-third of households have participated in transfers’ exchange, either as recipients or donors with the amount received or given representing a substantial share of household income or expenditure. The econometric analyses show that the primary driver of the receipt of transfers is households’ degree of vulnerability. This result indicates that altruism is the underlying model explaining the receipt of transfers. However, the authors also find that affluent households tend to give and receive larger amounts of money suggesting that some elements of exchange are also at play. Originality/value The analysis contributes to a large and growing literature on migration, transfers, and remittances in developing countries. It provides insights into the motives of these non-market transactions in the specific context of Burkina Faso, a developing country, where migration and transfers have been historically important social behaviors. The analysis makes an effort to address the potential bias resulting from households’ self-selection into the donation or receipt of transfer. The findings shed additional light on the double role of transfer as a safety net for the vulnerable and social insurance for the non-poor.

Consumption and Investment in Resource Pooling Family Networks

This paper examines a novel motive for resource pooling in family networks in rural economies: to relax credit constraints and facilitate investment in non-collateralizeable assets for which credit market imperfections are most binding. We thus complement established literatures examining risk-sharing motives for resource transfers within family networks, as well as motives based on kinship tax obligations. We do so exploiting the Progresa program data, in which family networks can be identified, households are subject to large exogenous resource inflows, and detailed responses on consumption and an array of investments can be tracked in a household panel over five years. We find that for every dollar that accrues to the family network through Progresa transfers, food consumption expenditures increase by around 65c/ for both households eligible for Progresa and ineligible members of the same family network. Hence the marginal propensity of families to invest/save out of every dollar is around .35, and we document how this is channelled towards easing credit constraints poorer network members face in financing non-collateralizable investments into their children's human capital. We show these consumption and investment benefits of being embedded within a family network are sustained five years after households first experience resource transfers from Progresa. Hence the interplay between resource inflows and resource pooling by family networks can place network members on sustained paths out of poverty. This article is protected by copyright. All rights reserved.

Trainee Characteristics and Transfer of Training: Effect of Supervisory Support (A Study of Public Managers in Nepal)

The significance of transfer of training to organizations has been recognized by researchers and managers alike, and the factors affecting the transfer have been the subject of many research studies in the West. Considering the recent growth in training investment and coverage in public enterprises in Nepal without corresponding impact on their performance, the issue of transfer of training has gained importance in our context. This study examines the effect of trainee characteristics, viz.: perceived content validity, learning transfer motivation, and self-efficacy on the level of training transfer and the role of supervisory support in this relationship in the context of Nepali public enterprises. Due to the non-availability of total population, the non-probability sampling method, specifically, quota sampling was used for selecting organizations, and then, managers meeting the pre-defined criteria, were selected for the study. Two hundred ninety-one officials from nine public enterprises participated in the survey. The findings suggest that level of transfer of training is moderate, and two trainee characteristics, viz.: learning transfer motivation and content validity, positively and significantly affect transfer of training whereas self-efficacy does not have such effect. Supervisory support moderates the relationship between content validity and transfer of training but not between learning transfer motivation and transfer of training. Managerial and research implications of the findings are discussed.

As an Economy Becomes More Developed, Do People Become Less Altruistic?

Inter-household private transfers are one of the main informal insurance mechanisms that prevalently implemented in developing countries. Unfortunately, most of the literatures investigates the private transfer motives at static perspectives. Therefore, this paper took advantage to investigate the private transfers motives in Thailand over the past three decades in order to examine any changing patterns of transfer motives. The empirical results from econometric methods indicated that as the economy in Thailand continues to develop, altruism remains dominant for private inter-household motives in Thailand and persists over time, not only in rural but also urban areas of the country.

Relationships between Employee Turnover, Knowledge Creation and Firm Performance

This study explores the relationships between employee turnover, knowledge creation, and firm performance. In previous studies, employee turnover has usually been seen as problematic for companies. However, employee turnover also makes knowledge transfer possible between companies. This study focuses on the positive impact of employee turnover on knowledge transfer. The study presents a theoretical model addressing whether knowledge brought by new employees can benefit the company and explores potential relationships between employee turnover and the knowledge creation process. To test this theoretical model, a survey (N=179) was conducted in China among employees working in companies with relatively high employee turnover. The questionnaire included four parts: employee turnover, knowledge creation, firm performance, and knowledge sharing. Employee turnover was further divided into scales: transfer ability, transfer motivation, and transfer opportunity. Confirmatory factor analysis (CFA) was used to assess the psychometric properties of the multi-item scales employed in the study. Subsequently, Structural Equation Modelling (SEM) was used to test the hypotheses. This study has two major contributions. First, the study shows the effects of employee turnover on knowledge creation and firm performance. Second, from a managerial perspective the study demonstrates how employee turnover can benefit the company.

Indicators and outcomes of transfer to tertiary pediatric hospitals for patients with testicular torsion

Testicular torsion threatens testicular viability with increased risk of loss with delayed management. Still, healthy adolescents continue to be transferred from community hospitals to tertiary hospitals for surgical management for torsion even though adult urologists may be available. We sought to determine reasons behind patient transfer and to evaluate whether transfer to tertiary centers for testicular torsion leads to increased rates of testicular loss. A retrospective chart review was performed for patients presenting to our free-standing pediatric tertiary care facility with surgically confirmed testicular torsion during the 5-year period between January 2011 and January 2016. Data was collected regarding transfer status, patient demographics, time of presentation to our facility, duration of symptoms, patient workup, and surgical outcomes. Patients with perinatal or intermittent torsion were excluded. One-hundred and twenty-five patients met the inclusion criteria. Thirty-six of those were transferred from outside facilities while 89 presented directly to our hospital. A greater proportion of the transferred patients presented during nights or weekends than those presenting directly to our facility (77.8% versus 51.7%, p=0.009). Eighty-nine patients presented with symptom duration of less than 24h and had potentially viable testicles. Of those, 23 were transferred and 66 presented directly to our hospital. Differences are shown in the Table. Transferred patients had twice the rate of testicular loss as those not transferred, although the results were not significant (30.4% versus 15.2%, p=0.129). Patients undergoing ultrasound prior to transfer had prolonged symptom duration and faced higher rates of testicular loss when compared with patients not transferred, although the latter was not significant (mean duration 8.0 versus 4.9h, p=0.025, and testicular loss 40.0% versus 15.2%, p=0.065, respectively). Patients transferred over 30 miles had over 2.5 times the rate of testicular loss than those not transferred (42.8% versus 15.2%, p=0.029). This study is unique in its examination of motivations for transfer of patients presenting with testicular torsion and in its evaluation of the impact of transfer on testicular salvage rates for potentially viable testicles (those with less than 24h since symptom onset). Patients are more likely to be transferred to our tertiary pediatric facility for management of testicular torsion during the night or weekend. Transferring patients for management of testicular torsion delays definitive management and threatens testicular viability, especially in those transferred greater distances. Urologists at the facility of initial patient presentation should correct testicular torsion when able.