Influential Factors on Intent to Training Transfer and Promotion of Autonomous Training Transfer in In-House Technical Training

Abstract

A model representing influential factors on training transfer in in-house technical training in time series was proposed, and the influencing strength of the factors was evaluated based on participant questionnaires (103 courses and 1,441 responses), which were conducted immediately after the training and six months after the training. First, a method was developed to evaluate the degree of which the participants applied what they had learned to the job, putting an emphasis on the reliability of the responses and the efficiency of the evaluation. Next, the relationship among the factors influencing the intent to transfer training was analyzed by covariance structure analysis method. The results showed that there was no significant difference in the influence of the work environment on the intent to transfer training between the group of participants with high performance in the application of the learned contents to the job and those with low performance. On the other hand, the influence of training outcomes on the intent to transfer was significantly greater in the high-performance group than in the low-performance group. This suggests that participants with higher levels of understanding and satisfaction immediately after the training tended to less depend on support from their supervisors and coworkers and to transfer training more autonomously in their workplaces.