Utilizing Path Analysis to Examine the Expectancy Model in Training Transfer in Human Resource Management

Abstract

Training transfer is an organizational concept that refers to an organizational behavior in which trained employees put into practice the knowledge, skills, and abilities (KSA) they have learned during training. In order to identify factors that could improve training transfer, the present study tested the theoretical premise of the expectancy model, which suggested that training transfer depends on employees' own perception of three factors; how applying KSA is possible (efficacy), useful (utility) and rewarding (rewards). To this end, the Arabic version of Learning Transfer System Inventory (LTSI) was administered to a random sample of 361 managers in the public sector in Jordan. Utilizing Path Analysis to analyze the collected data by using the Statistical Package for Social Sciences (SPSS) revealed that managers' perceived utility and perceived efficacy were the strongest predictors of training transfer. Moreover, perceived rewards from transfer was the least important predictor of transfer. The study provided discussion of those results and their possible implications for practitioners and researchers.