The influence of individual factors, transfer climate, and training design on training transfer: the mediating role of motivation to transfer / Sharrifah Ali

Both organizations and employees in recent decades have increasingly focused their attention on lifelong and continuous training. This phenomenon is strongly related to the extension of working life which leads to socio-economical effects and new challenges for employees specifically in knowledge, skills, and attitudes (KSA). In order to improve employees’ KSA, and to create an intellectual capital that perfectly fits the organization’s culture, most organizations provide learning opportunities (training) to their employees. Although training is not the only way for employees’ learning to occur, the investment made in training requires an analysis of certain evidence to determine if, indeed, training pays off in organizational effectiveness. Specifically, training alone will do little to increase employees or organizational performance unless what is learned as a result of training is transferred into on-the-job behaviour. Review of related international literatures revealed the importance of training transfer, nevertheless, there is lack of empirical evidence to support this in the Malaysian context and this study contributes a deeper understanding of some of the critical aspects of training transfer

Most Admired Training Transfer Enterprise Model in Agribusiness and Agro-technology Industry: A Conceptual Paper

AbstractThe recognition of training as an important development of human resource in implementing the quality of its human capital needs is no longer a new issue. However, despite several attempts trying to improve the success of training transfer onto the job, majority of the employees attending training had indicated that they had less successfully transferred the knowledge, skills and attitudes they have learnt and even further minimal change in behavior in their job-related performance. In this paper, the qualitative and quantitative investigation was conducted to examine the extent of training transfer knowledge activities (in compiling, gathering, collating and synthesising the employees experience, knowledge, skills and abilities) among executives at selected agribusiness and agro-technology based organizations. Final knowledge on training transfer performance and program were further formulated with feedback from training transfer expert. This paper contributes to the alternate model in favour of innovative and sustainable governance of a holistic agribusiness policy framework

The inluence of leader power on interpersonal conflict among employees of government linked companies, Malaysia / Rozilah Abdul Aziz … [et al.]

Organizational conflict is partly depended on the magnitude of power exercised by superiors in the workplace. The need to investigate how manager’s power affects subordinates’ interpersonal conflict is crucial so that managers can change or maintain their power to achieve optimum result in organization. Hence, the purpose of this study is to examine the influence of leader power towards interpersonal conflict at Government Linked Companies (GLCs), Malaysia. A total of 388 questionnaires were distributed to employees of GLCs, Malaysia. A Structural Equation Modelling (SEM) analysis revealed that forty-one percent of the variation in interpersonal conflict can be explained by the power possessed by managers. It also revealed there is a strong positive, linear and significant relationship between leader power and interpersonal conflict. Therefore, management should be concerned with the authority given to managers as power could lead to a devastating interpersonal conflict