Motivation to Learn as a Mediator of the Relationship between Supervisor Support in Training Programs, Transfer of Competency and Job Performance

This study was conducted in oder to measure the effect of the supervisor support and motivation to learn on employee outcomes (i.e., transfer of competency and job performance) using 100 usable questionnaires gathered from technical employees who have worked in one city based local authority in Sarawak, Malaysia (MLAUTHORITY). Outcomes of stepwise regression analysis showed the relationship between motivation to learn and supervisor support had been an important predictor of transfer of competency and job performance. Further, this result confirms that motivation to learn does act as a full mediating role in the training model of the studied organization. In addition, implications and limitations of the study, as well as directions for future research are discussed.Supervisor Support, Motivation to Learn, Transfer of Competency, Job Performance.

SUPERVISOR COMMUNICATION IN TRAINING PROGRAM: AN EMPIRICAL STUDY IN MALAYSIA

A thorough review of human resource development literature shows that the ability of supervisors to use good communication styles in managing programs will invoke employees’ motivation to learn, this may lead to increased positive individual attitudes and behaviors. The nature of this relationship is interesting, but little is known about the influence of employees’ motivation to learn in training management literature. Therefore, this study was conducted to examine the effect of supervisor communication in training program and motivation to learn on individual attitudes and behaviors using 100 usable questionnaires gathered from technical employees who have worked in one city based local authority in East Malaysia (CLAEASTMALAYSIA). Outcomes of stepwise regression analysis showed that relationship between motivation to learn and supervisor communication had been an important predictor of transfer of competency and job performance. Statistically, this result confirms that motivation to learn does act as a full mediating role in the training model of the in the organizational sample. In addition, implications and limitations of the study, as well as directions future research are discussed.supervisor communication, motivation to learn, individual attitudes and behaviors

Motivation to Learn, Supervisor's Role and Transfer of Competency a Mediating Relationship

Kajian ini dilaksankan untuk mengkaji dorongan untuk belajar sebagai pemboleh ubah penegah yang penting dalam perhubungan di antara peranan penyelia dan pemindahan kompetensi. Kaedah kajian ini tinjauan telah digunakan untuk mengumpul 100 borang soal selidik daripada pekerja teknikal yang berkhidmat di Dewan Bandaraya Kuching Utara, Sarawak. Keputusan analisa regrasi stepwise menunjukkan bahawa perhubungan antara dorongan untuk belajar dan peranan penyelia (sokongan dan komunikasi) berupaya meningkatkan pemindahan kompetensi. Dapatan kajian ini mengesahkan bahawa dorongan untuk belajar mampu bertindak sebagai pemboleh ubah penegah dalam modal pengurusan latihan di organisasi kajian. Justeru itu, implikasi kajian ini ke atas teori dan amalan mengurus program latihan, batasan-batasan kerangka konseptual dan metodologi kajian, serta arah tuju kajian akan datang turut dihuraikan dalam kertas kerja ini

Relationship between supervisor's role and transfer of competency : does motivation to learn act as a mediating role?

This study was conducted to examine the mediating role of motivation to learn in the relationship between supervisor’s role and transfer of competency. Data were collected through in-depth interview and survey questionnaires. For the survey method, 100 usable questionnaires were collected from technical employees who have worked at the Technical Division, Dewan Bandaraya Kuching Utara, Sarawak (DBKU). The outcomes of stepwise regression analysis show that the inclusion of motivation to learn in the analysis had increased the effect of supervisor’s role (i.e., support and communication) on transfer of competency. This result demonstrates that motivation to learn does acts as a full mediating role in training management model of the organization. In addition, implications of this study to training management theory and practice, methodological and conceptual limitations, as well as directions for future research are elaborated

SUPERVISOR COMMUNICATION IN TRAINING PROGRAM: AN EMPIRICAL STUDY IN MALAYSIA

A thorough review of human resource development literature shows that theability of supervisors to use good communication styles in managingprograms will invoke employees’ motivation to learn, this may lead toincreased positive individual attitudes and behaviors. The nature of thisrelationship is interesting, but little is known about the influence ofemployees’ motivation to learn in training management literature. Therefore,this study was conducted to examine the effect of supervisor communicationin training program and motivation to learn on individual attitudes andbehaviors using 100 usable questionnaires gathered from technicalemployees who have worked in one city based local authority in EastMalaysia (CLAEASTMALAYSIA). Outcomes of stepwise regression analysisshowed that relationship between motivation to learn and supervisorcommunication had been an important predictor of transfer of competencyand job performance. Statistically, this result confirms that motivation to learndoes act as a full mediating role in the training model of the in theorganizational sample. In addition, implications and limitations of the study,as well as directions future research are discussed