THE INFLUENCE OF MOTIVATION FACTORS ON TRAINING TRANSFER

The anticipated return on investment in training can only be achieved to the extent that skills learned during training are transferred to job performance. The significant time and money spent on training and development (T&D) do not always translate into positive outcomes in terms of productivity. The purpose of the study was to investigate motivating factors that have a significant influence on the transfer of training in the workplace. The study applied the learning transfer system inventory (LTSI) model, paying particular attention to the motivation construct and the employee's job performance. The research was conducted using 420 non profitable organisation employees in Abia State, Nigeria. The Statistical Package for Social Science (SPSS) was used to analyse the data. The research hypothesis was tested using the Pearson Correlation coefficient. The result indicates a moderate correlation between motivation to transfer, transfer effort-performance expectation, and job performance. The finding also showed an insignificant positive correlation between performance-outcome expectation and employee job performance in the workplace. Therefore, the variables considered in this study have a great influence on training transfer in the workplace and thus improve employee performance positively. Therefore, employee training directly increases employee and organisational overall performance. The study recommends that organisations should continue to invest in employees‘ training, and their rewards should be tied to individual employees‘ physical outputs, contributions or performance.