Volition to transfer: mastering obstacles in training transfer
| Date | 05 June 2017 |
| Published date | 05 June 2017 |
| DOI | https://doi.org/10.1108/PR-08-2015-0202 |
| Pages | 809-823 |
| Author | Christian Seiberling,Simone Kauffeld |
| Subject Matter | HR & organizational behaviour,Global HRM |
Volition to transfer: mastering
obstacles in training transfer
Christian Seiberling and Simone Kauffeld
Technical University Braunschweig, Braunschweig, Germany
Abstract
Purpose –The purpose of this paper is to seek a better understanding of the role of volition in the learning
transfer system beyond the well-established concept of motivation to transfer.
Design/methodology/approach –Participants of a two-day leadership training were asked to complete
two online questionnaires (t
1
directly after training, t
2
eight weeks after training). In total, 891 managers
answered the first questionnaire, 465 the second.
Findings –Confirmatory factor analysis suggests that motivation and volition to transfer are perceived as
two different constructs. Hierarchical linear regression shows that additional variance in training transfer can
be explained when volition to transfer is taken into account. Structural equation models and bootstrap
analysis suggest that both motivation and volition to transfer mediate effects of supervisor support and
trainer performance on training transfer.
Research limitations/implications –The results imply that besides motivation to transfer, volition to
transfer may be a relevant construct in the transfer of training. It remains to be tested how far these findings
can be generalized to other training settings beside leadership trainings.
Practical implications –Organizations aiming at improving training transfer should focus on enhancing
the participants’motivation and volition to transfer. Both trainers and supervisors seem to promote transfer
of training by influencing a trainee’s motivation to transfer and volition to transfer.
Originality/value –To the authors’knowledge, this is the first study to systematically examine the role of
volition in training transfer.
Keywords Training, Quantitative, Supervisor support, Motivation to transfer, Trainer, Volition to transfer
Paper type Research paper
Introduction
Training transfer is a core issue for human resources development researchers and
practitioners (Burke and Hutchins, 2007). On the one hand, training is accepted as necessary
for remaining innovative and competitive in a knowledge-driven economy. On the other
hand, costs of training raise questions concerning the return of training investments
(Kauffeld et al., 2008). Research on training shows that “properly designed training works
and the way training is designed, delivered, and implemented greatly influences its
effectiveness”(Salas et al., 2012). Therefore, organizations that rely on training to improve
individual job competence and overall organizational success need to know the factors that
facilitate or inhibit training transfer. Past research has shown that motivation to transfer is
a key factor in the prediction of training transfer (Gegenfurtner et al., 2009; Gegenfurtner,
2011; Grohmann et al., 2014; Kauffeld et al., 2008). However, carrying out formulated
intentions also requires volitional processes “that energize the maintenance and enactment
of intended actions”(Kuhl and Beckmann, 1985, p. 90). The question of how trainees
regulate their volitional processes towards training application remains unanswered, but
relevant (Gegenfurtner et al., 2009). Therefore, this study aims at advancing our
understanding of training transfer by focussing on the role of volition in the learning
transfer system beyond the well-established concept of motivation to transfer. First, a new
scale for volition to transfer is introduced. It focusses on the central aspect of volition,
namely, the capability of maintaining attention and effort towards a set goal (here: transfer
of training) despite possible distractions or setbacks. We intend to show that volition to
transfer is a construct independent from motivation to transfer, which can explain
additional variance in training transfer. Second, this study contributes to the literature on
Personnel Review
Vol. 46 No. 4, 2017
pp. 809-823
© Emerald PublishingLimited
0048-3486
DOI 10.1108/PR-08-2015-0202
Received 1 August 2015
Revised 9 January 2016
29 April 2016
Accepted 7 June 2016
The current issue and full text archive of this journal is available on Emerald Insight at:
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809
Volition to
transfer
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