The Moderating Effects of Motivation on Work Environment and Training Transfer: A Preliminary Analysis

This paper reviews Learning Transfer System Inventory Model (LTSI) and a goal-setting theory in order to understand the work environment, the motivation to training transfer and the process of training transfer. The independent variable included in this preliminary study is working environment and it consists of three dimensions which are supports, resistance or openness to change and personal outcome. A quantitative survey used to gather data on trainees perception on the three dimensions of work environment and its relationship with training transfer. The study also aims to assess the model on how motivation may moderates the relationship between these two variables. Preliminary survey was carried out with 32 participants at two government agencies, and involves those who work at middle and low level management. Factor Analysis was conducted in this study in order to summarize the essential information contained in the variables. The findings of the pilot study found that rather than three, there were only two dimensions that are, support and openness to change deemed fixed to the proposed variable. Resistance to change and personal outcomes were removed under this variable as suggested by factor analysis results due to the low value of communalities scores. In addition, the other two variables, motivation and training transfer remained as moderating and dependent variables. The findings of this study presented a re-conceptualised framework on the relationship between work environment and the training transfer and how the trainees’ motivations moderate this relationship. This paper ends with recommendation on how the framework can be used in understanding the important factors that help to increase the level of training transfer in the workplace.