The Influence of Career Commitment on Motivation to Learn and Motivation to Transfer
Keywords:
career commitment, motivation to learn, motivation to transferAbstract
The training transfer literature provides a variety of recommendations to enhance training transfer. However, the influence of career commitment on motivation to learn and motivation to transfer has not yet been adequately studied. This study attempted to identify the influence of career commitment on motivation to learn and motivation to transfer as well as the relationship between motivation to learn and motivation to transfer, using a sample of 180 managers in MBA programs. Data was collected using a self administered questionnaire validated through a pilot study. The results indicate that career commitment is neither a strong predictor of motivation to learn nor a predictor of motivation to transfer. However, motivation to learn is a significant predictor of motivation to transfer. The implications of the results are discussed, and limitations of the study are also noted, along with the suggestions.
Â
References
Ahamad, K.Z & Bakar, R.A (2003),â€The association between training and organizational commitment among white collar workers in Malaysiaâ€, International Journal of Training and Development7:3.
Al-Eisa,AS, Furayyan,M.A and Alhemoud,A.M (2009)’An empirical examination of the effects of self – efficacy, supervisor support and motivation to learn on transfer intension’, Management Decision, Vol.47, No.8
Arthur.M.B & Rousseau.D.M (1996), The Boundaryless Career: A New Employment principle for New Organizational Era, Oxford University Press, New York, NY.
Aryee.S & Tan,K (1992),â€Antecedents and outcomes of Career Commitmentâ€, Journal of Vocational Behavior, 40, 288- 305.
Awoniyi,E.A, Griego,O.V & Morgan,G.A (2002)’Person-environment fit and transfer of training’, International Journal of training and Development 6.1
Ballout.H.I (2009),â€Career commitment and career success: moderating role of self efficacyâ€, Career Development International, Vol.14, No.7, pp 655-670.
Balu.G.J (1985),â€The measurement and prediction of career commitmentâ€,Journal of occupational Psychology,58, 277-288.
Bandura,A. (1986)’Social Foundations of Thought and Action: A Social Cognitive Theory, Prentice-Hall, Upper Saddle River, NJ.
Bartleet.K.R (2001),â€The relationship Between Training and Organizational Commitment: A tudy in Health Care Fieldâ€, Human Resource Development Quarterly, Vol.12, No.4.
Brinkerhoff.R.O & MontesinoM.U, (1995),â€Partnerships for Training Transfer: Lesson from a Corporate Studyâ€, Human Resource Development Quarterly, Vol.6, No.3.
Bruke,L.A & Hutchins (2007),â€Training transfer: An integrative literature review’, Human Resource Development Review, Vol.6, No.3.
Carson.K.D & Bedian, (1994), “Career Commitment: Construction of a Measure and Examination of it Pychometric Propertiesâ€,Journal of Vocational Behaviour, 44, 237- 262.
Cheng,E.W.L & Hampson, I (2008),â€Transfer of training: A Review and new insight’, International Journal of Management Review, Vol.10, Issue 4, pp, 327-341.
Cheng.E.W.L & Ho D.C.K, (2001),â€The influence of job and career attitudes on learning motivation and transferâ€, Career Development International, 6/1, 20- 27.
Chiaburu,D.S & Marinova,S.V (2005) ‘What predicts skill transfer? An explorative study of goal orientation, training self efficacy and organizational supports’, International Journal of training and Development 9.2
Clark, C.S., Dobbins, G.H. and Ladd, R.T. (1993), ‘Exploratory field of study of training motivation: influence of involvement, credibility, and transfer climate’, Group & Organization Management, 18, 3, 292-307
Clarke,N (2002) ‘Job/work environmental factors influencing training transfer within a human service agency: some indicative support for Baldwin and Ford’s transfer climate construct’, International Journal of training and Development 6.3
Colarelli,S.M & Bishop, R.C (1990),â€Career Commitment: Functions, correlates and management, Group and Organizational Studies, 15, 158- 176.
Colquitt,J.A and Lepine,J.A & Noe,R.A ((2000),â€Toward an integrative theory of training motivation: A meta- Analytic path analysis of 20 years of researchâ€, Journal of Applied Psychology, Vol.85(5), 678- 707.
Cromwell,S.E and Kolb, J.A (2004),†An Examination of Work- Environment Support Factors Affecting Transfer of Supervisory Skill Training to the Workplaceâ€, Human Resource Development Quarterly, Vol.15, no.4.
Donovan,P & Darcy,D.P (2011),â€Learning Transfer: the views of practitioners in Irelandâ€, International of Training and Development 15:2.
Gegenfurtner,A, Veermans, K, Festner,D & Gruber,H (2009) ‘Motivation to transfer training: An Integrative literature review’, Human resource Development Review, Vol. 8, No
Grossman,S & Salas.E (2011),â€The transfer of training: What really mattersâ€, International Journal of Training and Development 15:2.
Gumuseli, A. I & Ergin,B (2002) ‘The manager’s role in enhancing the transfer of training : a Turkish case study’, International Journal of training and Development 6.2
Hair,J.F, Anderson, R.H, Tatham,R.L and Black,W.C (1998) Multivariate Data Analysis,Fifth Edition, Prentice- Hall International,INC.
Hall,D.T (1971) “A theoretical model of career subidentity development in organizational settingsâ€, Organizational behavior and Human Performance, 6, 50- 76.
Holton,E.F.III, Bates, R.A & Ruona, W.E (2000)â€Development of a generalized learning transfer system inventoryâ€, Human Resource Development Quarterly, Vol. 15, pp.497- 501.
Klink, M.V.D, Gielen, E & Nauta, C (2001)’ Supervisory support as a major condition to enhance transfer’, International Journal of training and Development 5.1
Kontoghiorghes,C, ( 2002), “Predicting motivation to learn and motivation to transfer learning back to the job in a service organization: A new systematic model for training effectivenessâ€, Performance Improvement Quartely, 15 (3) pp. 114- 129.
London,M. (1983),â€Towards a theory of career motivationâ€, Academy of Management Review, 8,620- 630.
Malhotra, N.K (1993), Marketing Research An Applied Orientation, Prentice Hall, Englewood Cliffs, New Jersey.
Marchant.T (1999), Australian Journal of Management and Organizational behavior, Volume 2, No.4, 43-60.
Mathieu, J.E, Martiineau,J.W and Tannenbaum,S.L (1993),â€Individual and situational influences on the development on self- efficacy: Implications for training effectivenessâ€, Personnel Psychology, 46, 125- 47.
Meyer,H.P, Allen,N.J & Smith,C.A. (1993)†Commitment to Organizations and Occupations: Extension and Test of a Three component Conceptualizationâ€, Journal of Applied Psychology,78:538-551.
Noe, R.A (2008),â€Employee Training and Development, 4th edition, Tata McGraw Hill Education Private Limited, New Delhi.
Noe,R.A & Schmitt,N ( 1986),’The influence on trainee attitudes on Training effectiveness: Test of a model’,Personnel psychology,39.
Pham, N.T.P, Segers,M.S.R & Gijselaers,W.H (2010),â€Understanding Training Transfer Effects from a Motivational Perspectives: A Test of MBA programmesâ€, Business Leadership Review V11:111.
Seylar.D.L, Elwood.F, Holton III, Bates.R.A, Burnett.M.F & Carvaiho.M.A,(1998),†Factors affecting motivation to transfer trainingâ€, International Journal of Training and Development 2:1.
Shim, D.C & Rohrbaugh,J (2011),†Government Career Commitment and the Shaping of Work Environment Perceptionsâ€, The American Review of Public Administration,41:263.
Srikanth.P.B & Israel.D (2012),â€Career Commitment and Career success: Mediating Role of Career Satisfactionâ€, The Indian Journal of Industrial Relations, Vol.48,, No.1, July 2012.
Tannenbaum,S.I, Mathieu,J.E, Salas,E and Cannon –Bowers,J.A (1991),â€Meeting trainees’ expectations: the influences of training fulfillment on the development of commitment, self- efficacy and motivationâ€, Journal of Applied Psychology, Vol.76,pp. 759- 69.
Tziner.A, Fisher.M, Senior.T & Weisberg.J, (2007),†Effects of Trainee Characteristics on Training Effectivenessâ€, International Journal of Selection and Assessment, Vol.15, No.2.
Downloads
Published
Issue
Section
License
- Papers must be submitted on the understanding that they have not been published elsewhere (except in the form of an abstract or as part of a published lecture, review, or thesis) and are not currently under consideration by another journal published by any other publisher.
- It is also the authors responsibility to ensure that the articles emanating from a particular source are submitted with the necessary approval.
- The authors warrant that the paper is original and that he/she is the author of the paper, except for material that is clearly identified as to its original source, with permission notices from the copyright owners where required.
- The authors ensure that all the references carefully and they are accurate in the text as well as in the list of references (and vice versa).
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).
- The journal/publisher is not responsible for subsequent uses of the work. It is the author's responsibility to bring an infringement action if so desired by the author.
