The Relationship Between Perceived Employee Training Transfer And Post-Training Employee Engagement Level
Employees are valuable assets to any organization and their performance has a direct impact on overall organizational achievements. Among other strategies employed by the aviation industry, employee engagement has emerged as a critical driver of business success in today's competitive marketpla...
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| Main Author: | |
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| Format: | Final Year Project Report |
| Language: | English English |
| Published: |
Universiti Malaysia Sarawak (UNIMAS)
2020
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| Subjects: | |
| Online Access: | http://ir.unimas.my/id/eprint/32284/1/Ng.pdf http://ir.unimas.my/id/eprint/32284/6/Ng%20Lei%20Ting%20ft.pdf http://ir.unimas.my/id/eprint/32284/ |
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| Summary: | Employees are valuable assets to any organization and their performance has a direct impact on overall organizational achievements. Among other strategies employed by the aviation industry, employee engagement has emerged as a critical driver of business success in today's competitive marketplace. To achieve this, training and training transfer play a key role in
grooming workforce to drive their performance at all levels. This reading helps to ascertain the role of training transfer factors to enhance employee engagement which will, in turn, lead the aviation sector to better decision-making. It supports the works to enhance training interventions and transfer efforts in the aviation sector. The study was carried out on the
employees working at all levels in aviation organizations, specifically those acquired training
activities. Questionnaire data was gathered from 280 employees of aviation organizations in Selangor, Malaysia. The data was analysed using the Statistical Package for Social Sciences (SPSS). Pearson’s correlation test and multiple regression test were used to test the research hypotheses. The results indicated that all the factors of perceived employee training transfer,
trainee characteristics, training design and work environment, had a significant relationship
with post-training employee engagement level. Moreover, training design was identified as the dominant training transfer factor to influence employee engagement level after training. These results highlighted the importance of controlling training transfer factors at optimum level to create the best conditions for trained employees to transfer their acquired knowledge, skills and
abilities to the actual work context. This study also provides the opportunity for future researchers to increase the scope of research pertaining to training transfer and employee engagement. |
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