Exploring Contextual Factors and Trainee Characteristics: A Mixed Methods Study on Transfer of Training

Abstract

Developing strategies for the successful transfer of knowledge, skills and attitudes from a training and development program to the workplace remains a key challenge facing organizations, including those operating in developing countries such as Pakistan. Studies have found that in general employees transfer less than 10% of the training they acquire to their workplaces (Georgenson, 1982; Kelly, 1982; McGuire, 2014). McGuire argues that one of the reasons for the low rate of transfer of training relates to the isolated and peripheral nature of the training function and the fact that transfer of training is not built into the training program. Eraut (2004) argues that research on transfer of training might be particularly difficult because of the differences in context, culture and modes of training. Although some research relating to the transfer problem in organizations do exist in developed countries, there appears to be a paucity of such research in developing counties such as Pakistan; and thus, the rationale for the study. The purpose of this mixed methods study was to investigate the degree to which the media industry in Pakistan delivered training programs that facilitated the transfer of training before, during and after training and the way the relationship among these three activities influenced transfer of training in the industry. The study drew on the work of Baldwin and Ford (1988) who defined transfer of training as the application of knowledge, skills and attitudes learned from training on the job and subsequent maintenance of them over a period of time. Two bodies of literature were reviewed for the study. They were the framework of the transfer process by Baldwin and Ford as well as by Holton, and the theories that support training transfer in organizations. iv Using a convergent mixed methods design, the study utilized a survey questionnaire and semi-structured interviews with the 16 employees of eight media organizations in Lahore, Pakistan. 200 survey questionnaires were distributed among the employees of the eight media organizations and the response rate was 50.5%. The survey questionnaire sought to explore the trainee characteristics and contextual factors that influenced transfer of training before, during and after training as well as the participants’ suggestions to foster transfer of training. The findings revealed that trainee characteristics as well as contextual factors positively or negatively influenced training transfer before, during and after training. Eleven themes emerged from participants' interviews, and they generally reinforced the survey findings. It was the conclusion of the study that in addition to trainee characteristics and contextual factors, productive networking among trainees before, during and after training was a critical factor in the successful transfer of training in the studied organizations. The study concludes with some discussion of the implications of the findings for policy, practice and training transfer theory development. The recommendations arising from the findings and suggestions for further research are also presented.