Motivation and ability factors as predictors of training transfer intentions and training transfer behaviors

Abstract

Training transfer, the process of applying knowledge and skills gained during training to the work environment, remains a critical issue for organizational learning professionals. Despite significant investments in training, many programs fail to result in sustained behavioral changes. Using a quantitative approach, this study explored how motivation and ability-related factors predict both training transfer intentions and actual transfer behaviors among healthcare professionals. Data were collected from 108 employees at a U.S.-based healthcare organization after they participated in one of two medical technology training offerings. The motivation factors examined included transfer effort, motivation to transfer, and performance outcome expectations. The ability factors examined included opportunity to use, personal capacity to transfer, perceived content validity, and transfer design. Multiple regression analyses tested 14 hypotheses. Results showed that motivation to transfer, performance outcome expectations, and transfer design predicted training transfer intentions, while opportunity to use the training was the only factor that predicted training transfer behaviors. These findings highlight the importance of differentiating between learners' intentions and behaviors in training transfer and emphasize the role of organizational support in training transfer. Practical recommendations for training design, facilitation, and follow-up support and contributions to the training transfer literature are discussed. Future research should incorporate longitudinal studies and examine mediating variables. This research enhances understanding of the factors that promote effective training transfer in healthcare settings.