Learner characteristics, organisational transfer climate, transfer readiness, learning transfer: A case of Ministry of Public Service, Uganda
Abstract
This study sought to examine learning transfer at work after a successful training programme has been administered. The learning transfer model was developed basing on Holton (1996) and Noe (2008) Learning Transfer Systems where learning transfer is conceptually influenced by the characteristics of the learners, the transfer climate in which they work and their readiness to use the knowledge and skills acquired through learning to the workplace. The study used the Ministry of Public Service as a case to test the model. A sample of 98 available trained officers at the Ministry was scientifically selected using the stratified random sampling method to provide majorly quantitative and some minimal qualitative primary data. Data was collected using a semi-structured questionnaire which was self-administered.
The data collected was statistically analyzed using SPSS Version 17.0. In line with the study objectives, the findings indicate a significant positive relationship between learner characteristics and transfer readiness, a significant positive relationship between organizational transfer climate and transfer readiness, and a significant positive relationship between transfer readiness and learning transfer. The multiple regression analysis result shows that only learner characteristics and transfer readiness significantly explained the variance in learning transfer at the Ministry.
Basing on the findings in this study, coaching, mentorship, reinforcement, and empowerment programmes are recommended for building the spirit of self-efficacy, internal locus of control, motivation to use, learning retention, activity choice, and task effort among learners. The limitations encountered in this study guides future research to examine the other factors that enhance learning transfer at the workplace, preferably taking a longitudinal focus and in different Government entities.