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Transfer Intentions (transfer + intention)

Distribution by Scientific Domains

Business, Economics, Finance and Accounting	100%

Selected Abstracts

Exploring the role of goal theory in understanding training motivation

INTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT, Issue 1 2008
Rebecca Smith
A model to test conceptions from goal theory within an existing framework of training motivation was developed and tested with employees participating in training in a non-profit organization. It was hypothesized that goal orientation ('distal factors') along with self-efficacy, expectancy and valence (,proximal factors') would predict goal intentions as well as training outcomes such as affective responses to training, perceptions of training utility and intention to transfer or use the training provided. Results revealed that goal orientation predicted a significant proportion of variance in the proximal antecedents (valence (33 per cent), expectancy (39 per cent) and self-efficacy (31 per cent)) whereas the proximal antecedents explained 43 per cent of the variance in goal intentions. In turn, goal intentions were related to training outcomes (affect (b = 0.7), utility (b = 0.6) and transfer intention (b = 0.5)). Goal intentions mediated the relationship between proximal antecedents and training outcomes, providing evidence that goal intentions play a pivotal role in the causal path from proximal factors to training outcomes. Valence alone was found to be a significant mediator of the relationship between goal orientation and goal intentions. [source]

Employee affective and behavioral reactions to the spatial density of physical work environments

HUMAN RESOURCE MANAGEMENT, Issue 1 2005
Douglas R. May
This field study of a medical clinic found that employees in spatially dense work areas (i.e., those with little space available per person) experienced higher levels of perceived crowding, transfer intentions, and tardiness, as well as lower work area satisfaction, than employees in low-density areas. Crowding perceptions explained the relations between spatial density and the measures of work area satisfaction and tardiness. Finally, when employees had high workloads and their jobs required physical movement, spatial density had weaker relations to crowding perceptions and area satisfaction than in other conditions. Implications of these findings for human resource practitioners are discussed. © 2005 Wiley Periodicals, Inc. [source]

Individualism,collectivism and the role of goal orientation in organizational training

INTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT, Issue 3 2009
Altovise Rogers
This research examines how individualism,collectivism and goal orientation impact training effectiveness through study of an internationally diverse sample of engineers who were undergoing technical training. In light of contemporary views of individualism,collectivism, we argue that collectivism will moderate the influence of learning and performance goal orientations on training by shaping the impact of one's perceived social context on existing performance concerns and goals. Using a sample from a large multinational corporation, we examined the effects of individualism,collectivism and goal orientation on training transfer intentions, motivation to learn, and test performance. Mixed support for our hypotheses was found. Collectivists were found to exhibit higher levels of training transfer intentions and motivation to learn. However, when collectivism was combined with a performance goal orientation, its effects on training outcomes were diminished. Applications for organizations and future extensions of the present research are discussed. [source]

Assessing the antecedents of transfer intentions in a training context

INTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT, Issue 3 2004
M. Anthony Machin
This study examined the underlying structure of transfer climate and those aspects of transfer climate that were related to pre-training self-efficacy, pre-training motivation, and post-training transfer implementation intentions. Positive and negative affectivity (PA and NA) were also measured in order to better understand the relationship of these variables to trainees' perceptions of the transfer climate and the other training-related variables. Transfer climate was best represented by two underlying constructs, although these were correlated. After controlling for PA and NA, none of the transfer climate variables were significantly related to pre-training self-efficacy, while only positive reinforcement was significantly related to pre-training motivation. Pre-training self-efficacy was also a significant predictor of pre-training motivation, even after controlling for PA and NA. Negative affectivity was the only significant predictor of post-training transfer implementation intentions. Further research needs to clarify whether PA and NA are contributors to the trainees' perceptions of the transfer climate or are a product of these perceptions. [source]