Transfer system factors on training transfer with regard to trainee characteristics and contextual variables: A case of the Central Bank of the Republic of Turkey

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Tezin Türü: Doktora

Tezin Yürütüldüğü Kurum: Orta Doğu Teknik Üniversitesi, Sosyal Bilimler Enstitüsü, Eğitim Bilimleri Bölümü, Türkiye

Tezin Onay Tarihi: 2014

Öğrenci: ORHAN SİNAN ÇİFCİ

Danışman: MERAL AKSU

Özet:

The purpose of this study is to explore the factors affecting training transfer at the Central Bank of the Republic of Turkey (CBRT) through the transfer system framework. Learning Transfer System Inventory (LTSI) was adapted into the Turkish language (T-LTSI), and construct structure of the T-LTSI was examined with exploratory common factor analysis. T-LTSI data collected from 606 respondents attended various in-service training programs delivered by the training center of the CBRT in years 2013, and 2014. Trainee characteristics including gender, level of education, and work experience, and contextual variables such as work unit, training type, and participation type were used to obtain perceptions of training participants on the T-LTSI factors. Further, training transfer scores of the security officers training program participants (n = 95) were used to investigate whether work environment factors of the T-LTSI account for a more significant portion of variance in the training transfer scores, compared to the other factors. Results of factor analysis indicated that T-LTSI can provide psychometrically sound measurement for learning transfer system, in Turkey. In addition, Multivariate Analysis of Variance results revealed that learning transfer system perceptions were significantly different across all the selected trainee characteristics, and organizational variables. Results suggested that these differences must be taken into account in the design and delivery of the training programs in order to improve training transfer. Furthermore, Sequential Multiple Regression analysis disclosed that manager support, personal-outcomes negative, resistance to change were the work environment factors, and explained more variance than other significant predictors (motivation to transfer learning, and transfer design) of training transfer.