Purpose

The purpose of this study is to predict the transfer of training (ToT) from management training. This study empirically examined the predictive power of ToT factors, namely, individual characteristics (self-efficacy), training intervention design (training approaches) and work climate (organizational support) among the study respondents.

Design/methodology/approach

All the proposed research hypotheses were tested through survey data. Data was collected using a questionnaire from managers working in different departments of an Indian public manufacturing organization. A sum of 273 usable data was analyzed, and the structural equation modeling technique was used to test the proposed theoretical model.

Findings

The study results showed a direct and positive association among self-efficacy, work climate and training intervention design with training transfer. The study findings suggest that self-efficacy, training approaches and organizational support predict ToT.

Practical implications

The study findings have a beneficial impact on designing and delivering successful management training intervention among managers. To enhance training transfer, organizations could consider all these three factors. A replication of the study in national and international settings would help improve generalizability.

Originality/value

To the best of the authors’ knowledge, this is the first study that explored the new relationships of selected factors with ToT in management training. An improved understanding of the interactive impact of self-efficacy, training approaches and organizational support on the ToT is provided.

中文翻译：

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管理培训干预中影响培训转移因素的实证研究

目的

本研究的目的是预测管理培训的培训转移 (ToT)。本研究实证检验了 ToT 因素的预测能力，即研究受访者的个人特征（自我效能）、培训干预设计（培训方法）和工作氛围（组织支持）。

设计/方法/方法

所有提出的研究假设都通过调查数据进行了检验。数据是使用来自印度公共制造组织不同部门的管理人员的问卷收集的。分析了 273 个可用数据的总和，并使用结构方程建模技术来测试所提出的理论模型。

发现

研究结果表明，自我效能感、工作氛围和培训干预设计与培训转移之间存在直接和正相关。研究结果表明，自我效能、培训方法和组织支持可以预测 ToT。

实际影响

研究结果对设计和提供成功的管理培训干预管理人员有有益的影响。为了加强培训转移，组织可以考虑所有这三个因素。在国家和国际环境中复制该研究将有助于提高普遍性。

原创性/价值

据作者所知，这是第一项探索选定因素与管理培训中 ToT 的新关系的研究。提供了对自我效能、培训方法和组织支持对 ToT 的交互影响的更好理解。