THE RELATIONSHIP BETWEEN THE INFLUENCE OF SUPERVISORS' COMMUNICATION, TRAINING MOTIVATION AND SELF-EFFICACY TOWARDS TRANSFER OF TRAINING AMONG ADMINISTRATIVE STAFFS: A CASE STUDY IN A LOCAL UNIVERSITY
Training is recognized to be a key strategy for organization to gain competitive advantage. However, the organization has to be concerned about how to ensure that the employees will apply what they had learned from training into workplace. The purpose of this study is to determine the relation...
Saved in:
| Main Author: | |
|---|---|
| Format: | Final Year Project Report |
| Language: | English |
| Published: |
Universiti Malaysia Sarawak, (UNIMAS)
2011
|
| Subjects: | |
| Online Access: | http://ir.unimas.my/id/eprint/47502/1/Doreen%20ft.pdf http://ir.unimas.my/id/eprint/47502/ |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Institution: | Universiti Malaysia Sarawak |
| Language: | English |
| Summary: | Training is recognized to be a key strategy for organization to gain competitive
advantage. However, the organization has to be concerned about how to ensure that
the employees will apply what they had learned from training into workplace. The
purpose of this study is to determine the relationship between organizational
contextual factors (supervisors' communication) and individual factors (training
motivation and self-efficacy) towards the transfer of training. A total of 20 set of
questionnaires were distributed to the staffs at two departments of a local University.
The data were used for conducting the pilot test to determine the reliability of the
questionnaire. Then, the questionnaires were distributed to administrative staffs of
two places of local University. Next, a total of 68 sets of questionnaires were
collected back and only 55 sets were useable. The data were analyzed by using
Statistical Package for Social Science (SPSS) version 17.0. Descriptive statistic such
as frequency and percentage were used to explain the demographic characteristics of
the respondents (age, gender, ethnicity, educational level and length of services).
There were seven hypotheses in this study. These hypotheses were measured by using
statistical analysis, Independent T-test, ANOVA and Pearson Correlation.
Independent T-test was used to determine the differences between the gender and the
transfer of training. ANOVA was used to determine the differences between
employees' ethnicity, educational level and length of services with transfer of training.
Pearson Correlation Analysis was used to measure the relationship between
supervisors' communication and transfer of training, training motivation and transfer
of training, and self-efficacy and transfer of training. The findings had showed that
there was significant relationship between each other since all the null hypotheses
were rejected. In summary, this study showed a high level of transfer of trainin |
|---|