The Relationship Between Work Environment Factors and Transfer of Training Among Plantation Workers
ISSN: 1675‐1930 Jurnal Kemanusiaan Bil.18 ©Universiti Teknologi Malaysia
The relationship between work environment factors and transfer of training among plantation workers
Ooi Ang Ling1, Phuah Hui Woon2 and Koh Huei Ven3
Faculty of Management and Human Resource Development
ABSTRACT Training transfer is an essential aspect in determining the effectiveness of a training program. It is a lost to an organization if there is a failure of transfer training to the job since the organization had invested considerable time and money on HRD programs. This study focused on identifying the relationship between work environment factors and transfer of training among plantation workers. Fifty respondents were involved in the research. Questionnaire was used as the instrument to collect the data. Data were analyzed by using Statistical Package for Social Science (SPSS) through Descriptive Statistic, Spearman correlation and Regression. The findings showed that there was a weak but significantly relationship between opportunity to perform and transfer of training. Besides that, supervisor support also illustrated a low and significant relationship with transfer of training. However, the findings revealed that peer support did not significantly affect the transfer of training. On the other hand, the research also showed that the dominant work environment factor which affected transfer of training among the employees was opportunity to perform. It is suggested that the future research should be focused on the peer support factor to identify whether the different level of peer support will affect the transfer of training. Keywords: work environment; transfer of training; plantation workers; relationship; training
The relationship between work environment factors and transfer of training among plantation workers
Ooi Ang Ling1, Phuah Hui Woon2 and Koh Huei Ven3
Faculty of Management and Human Resource Development
ABSTRACT Training transfer is an essential aspect in determining the effectiveness of a training program. It is a lost to an organization if there is a failure of transfer training to the job since the organization had invested considerable time and money on HRD programs. This study focused on identifying the relationship between work environment factors and transfer of training among plantation workers. Fifty respondents were involved in the research. Questionnaire was used as the instrument to collect the data. Data were analyzed by using Statistical Package for Social Science (SPSS) through Descriptive Statistic, Spearman correlation and Regression. The findings showed that there was a weak but significantly relationship between opportunity to perform and transfer of training. Besides that, supervisor support also illustrated a low and significant relationship with transfer of training. However, the findings revealed that peer support did not significantly affect the transfer of training. On the other hand, the research also showed that the dominant work environment factor which affected transfer of training among the employees was opportunity to perform. It is suggested that the future research should be focused on the peer support factor to identify whether the different level of peer support will affect the transfer of training. Keywords: work environment; transfer of training; plantation workers; relationship; training
References: Albrecht, V. L. (2008). Determining the Role of Transfer Implementation Intent in Predicting Training Transfer. Doctor of Philosophy, Capella University. Al-Eisa, A.S., Furayyan, M.A., and Alhemoud, A.M. (2009). An Empirical Examnination of the Effects of Self-Efficacy, Supervisor Support and Motivation to Learn on Transfer Intention. Management Decision, 47(8), 1221-1244. American Society for Training & Development (2010). 2010 State of the Industry Report. Investment in Learning Remains Stable. http://www.astd.org/TD/Archives/2010/ Nov/Free/1110_2010+State+of+the+Industry.htm (Retrieved on January 24, 2011) Aamodt, M.G. (2007). Industrial/ Organizational Psychology: An Applied Approach. Fifth Edition. United State of America: Thomson Wadsworth. Baldwin, T.T. and Ford, J.K. (1988). Transfer of Training: A Review and Directions for Future Research. Personal Psychology, 41(1), 63-105. Brown, T.C and McCracken, M. (2009). Building a Bridge of Understanding How Barriers to Training Participation Become Barriers to Training Transfer. Journal of European Industrial Training, 33(6), 492-512. Chen, F.F. and West, S.G. (2008). Measuring Individualism and Collectivism: The Importance of Considering Differential Components, Reference groups and Measurement Invariance. Journal of Research in Personality, 42, 259-294. Cheng, E.W.L., & Ho, D.C.K. (2001). A Review of transfer of Training Studies in the Past Decade. Personnel Review, 30(1), 102-118. Chiaburu, D.S. (2010). The Social Context of Training: Coworker, Supervisor, or Organizational Support? Industrial and Commercial Training, 42(1), 53-56. Clarke, N. (2002). Job/Work Environment Factors Influencing Training Transfer within a Human Service Agency: Some Indicative Support for Baldwin and Ford’s Transfer Climate Construct. International Journal of Training and Development, 6(3), 146-215. Crombell, S.E and Kolb, J.A. (2004). An Examination of Work-Environment Support Factors Affecting Transfer of Supervisory Skills Training to the Workplace. Human Resource Development Quarterly, 15(4), 449-471. Elangovan, A.R., & Karakowsky, L. (1999). The Role of Trainee and Environmental Factors in Transfer of Training: An Exploratory Framework. Leadership & Organization Development Journal. 20(5), 268-275. Ford, J.K., Quinones, M.A., Sego, D.J., and Sorra, J.S. (1992). Factors Affecting The Opportunity to Perform Trained Tasks on The Job. Personnel Psychology, 45(3), 511-527. Jurnal Kemanusiaan Bil.18 103 Ooi Ang Ling1, Phuah Hui Woon2 and Koh Huei Ven3 Foxon, M. (1993). A process approach to the transfer of training. Part 1: The impact of motivation and supervisor support on transfer maintenance. Australian Journal of Educational Technology, 9(2), 130-143. http://www.ascilite.org.au/ajet/ajet9/foxon.html. (Retrieved on January 8, 2011) Martin, H. J. (2010). Improving Training Impact Through Effective Follow-up: Techniques and Their Application. Journal of Management Development, 29(6), 520-534. Mohamad Abozed, Yassine Melaine, & Karima Saci (2008). The Influence of Work Environmental Factors on Motivation to Transfer Management Training: Case Study of The Libyan Oil Industry. Doctor of Philosophy, Liverpool John Moores University. Mohamad Saprin (2008). The Relationship among Trainees Characteristics, Training Design and Work Environamnt with Training Transfer. Doctor of Philosophy, Universiti Teknologi Malaysia. Muhammad K. Alawnah (2008). Factors Affecting Training Transfer: Participants’ Motivation to Transfer Training. Thesis: Penn State University. Nga Pham, Mien Segers & Wim Gijselaers (2010). Understanding Training Transfer Effects from a Motivational Perspective: A Test of MBA Programmes. Business Leadership review VII:III. Nijman, D.J.M., Nijhof, W.J., Wognum, A.A.M., & Veldkamp, B.P. (2006). Exploring Differential Effects of Supervisor Support on Transfer of Training. Journal of European Industrial Training, 30(7), 529-549. Nikandrou, I., Brinia, V., & Bereri, E. (2009). Trainee Perceptions of Training Transfer: Empirical Analysis. Journal of European Industrial Training, 33(3), 255-270. An Noe, R. A. (2010). Employee Training and Development. Fourth Edition. New York: McGrawHill. Robbins, S.P. and Judge, T.A. (2007). Organizational Behavior. Twelfth Edition. New Jersey: Pearson Prentice Hall. Werner, J.M., & DeSimone, R.L. (2009). Human Resource Development. United States of America: South-Western Cengage Learning. 104 Jurnal Kemanusiaan Bil.18