The Effect of Human Resource Management Practices on Motivation to Transfer: Evidence from the Malaysian Public Sector

Authors

  • Abdul Rahim Zumrah Universiti Sains Islam Malaysia
  • Kalsom Ali Universiti Sains Islam Malaysia
  • Ahmad Najaa’ Mokhtar Universiti Sains Islam Malaysia

DOI:

https://doi.org/10.33736/ijbs.5187.2022

Keywords:

Human resource management practices, motivation to transfer, public sector, Malaysia

Abstract

Motivation to transfer is a requirement for transfer of training to occur in an organization. Motivation to transfer is defined as the employees’ desire to utilize the knowledge, skills and attitudes learned in training to their current task in organization. This paper argues that the motivation to transfer can be enhanced through human resource management (HRM) practices. In addition, this study proposes that motivation to learn mediates the relationship between HRM practices and motivation to transfer. The results of this study using a sample of 306 public sector employees in Malaysia provide support for the hypothesized relationships. Specifically, the results show that the motivation to learn partially mediates the effects of HRM practices on employee motivation to transfer. There are two important contributions of this study. First, this study provides empirical evidence about the role of human resource management (HRM) practices as a predictor to motivation to transfer in the context of public sector organization in Malaysia. Second, this study provides empirical evidence that motivation to learn mediates the relationship between HRM practices and motivation to transfer.

References

Abdul Rahman, A., Ab Hamid, K., & Mustaffa, J. (2018). Human resource management practices and performance in Malaysian SME: A proposed conceptual framework. Journal of Global Business and Social Entrepreneurship, 4(10), 65-71.

Afsar, B., & Umrani, W. A. (2019). Transformational leadership and innovative work behavior: The role of motivation to learn, task complexity and innovation climate. European Journal of Innovation Management, 23(3), 402-428. https://doi.org/10.1108/EJIM-12-2018-0257

Al-Eisa, A. S., Furayyan, M. A., & Alhemoud, A. M. (2009). An empirical examination of the effects of self-efficacy, supervisor support and motivation to learn on transfer intention. Management Decision, 47(8), 1221-1244. https://doi.org/10.1108/00251740910984514

Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103(3), 411-423. https://doi.org/10.1037/0033-2909.103.3.411

Arefin, M. S., & Islam, N. (2019). A study on the motivation to transfer training in the banking industry of Bangladesh. South Asian Journal of Human Resources Management, 6(1), 45-72. https://doi.org/10.1177/2322093718803210

Avey, J. B., Wernsing, T. S., & Luthans, F. (2008). Can positive employees help positive organizational change? Impact of psychological capital and emotions on relevant attitudes and behaviors. Journal of Applied Behavioral Science, 44(1), 48-70. https://doi.org/10.1177/0021886307311470

Ayres, H. W. (2005). Factors related to motivation to learn and motivation to transfer learning in a nursing population [Unpublished Doctoral Thesis]. North Carolina State University.

Baharim, S. B. (2008). The influence of knowledge sharing on motivation to transfer training: A Malaysian public sector context [Unpublished Doctoral Thesis]. Victoria University.

Bhatti, M. A., Battour, M. M., Sundram, V. P. K., & Othman, A. A. (2013). Transfer of training: Does it truly happen? An examination of support, instrumentality, retention and learner readiness on the transfer motivation and transfer of training. European Journal of Training and Development, 37(3), 273-297. https://doi.org/10.1108/03090591311312741

Bhatti, M. A., & Kaur, S. (2010). The role of individual and training design factors on training transfer. Journal of European Industrial Training, 34(7), 656-672. https://doi.org/10.1108/03090591011070770

Blume, B. D., Ford, J. K., Surface, E. A., & Olenick, J. (2019). A dynamic model of training transfer. Human Resource Management Review, 29(2), 270-283. https://doi.org/10.1016/j.hrmr.2017.11.004

Buelens, M., & Broeck, H. V. d. (2007). An analysis of differences in work motivation between public and private sector organizations. Journal of Public Administration Review, 67(1), 65-74. https://doi.org/10.1111/j.1540-6210.2006.00697.x

Chand, M. (2010). The impact of HRM practices on service quality, customer satisfaction and performance in the Indian hotel industry. International Journal of Human Resource Management, 21(4), 551-566. https://doi.org/10.1080/09585191003612059

Chiaburu, D. S., Dam, K. V., & Hutchins, H. M. (2010). Social support in the workplace and training transfer: A longitudinal analysis. International Journal of Selection and Assessment, 18(2), 187-200. https://doi.org/10.1111/j.1468-2389.2010.00500.x

Curado, C., Henriques, P. L., & Ribeiro, S. (2015). Voluntary or mandatory enrollment in training and the motivation to transfer training. International Journal of Training and Development, 19(2), 98-109. https://doi.org/10.1111/ijtd.12050

Egan, T., Yang, B., & Bartlett, K. (2004). The effects of organizational learning culture and job satisfaction on motivation to transfer learning and turnover intention. Journal of Human Resource Development Quarterly, 15(3), 279-301. https://doi.org/10.1002/hrdq.1104

Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507. https://doi.org/10.1037/0021-9010.71.3.500

Fening, F. A., & Amaria, P. (2011). Impact of human resource management practices on small firm performance in a country in recession. American Journal of Business Research, 4(1), 23-54.

Gegenfurtner, A. (2020). Testing the gender similarities hypothesis: Differences in subjective task value and motivation to transfer training. Human Resource Development International, 23(3), 309-320. https://doi.org/10.1080/13678868.2018.1449547

Gegenfurtner, A., Festner, D., Gallenberger, W., Lehtinen, E., & Gruber, H. (2009a). Predicting autonomous and controlled motivation to transfer training. International Journal of Training and Development, 13(2), 124-138. https://doi.org/10.1111/j.1468-2419.2009.00322.x

Gegenfurtner, A., Veermans, K., Festner, D., & Gruber, H. (2009b). Integrative literature review: Motivation to transfer training: An integrative literature review. Journal of Human Resource Development Review, 8(3), 403-423. https://doi.org/10.1177/1534484309335970

Grohmann, A., Beller, J., & Kauffeld, S. (2014). Exploring the critical role of motivation to transfer in the training transfer process. International Journal of Training and Development, 18(2), 84-103. https://doi.org/10.1111/ijtd.12030

Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis: A global perspective (7th ed.). Pearson.

Hee, O. C., & Jing, K. R. (2018). The influence of human resource management practices on employee performance in the manufacturing sector in Malaysia. International Journal of Human Resource Studies, 8(2), 129-147. https://doi.org/10.5296/ijhrs.v8i2.12826

Holton, E. (2005). Holton's evaluation model: New evidence and construct elaborations. Journal of Advances in Developing Human Resources, 7(1), 37-54. https://doi.org/10.1177/1523422304272080

Hutchins, H., & Burke, L. (2007). Identifying trainers' knowledge of training transfer research findings-closing the gap between research and practice. International Journal of Training and Development, 11(4), 236-264. https://doi.org/10.1111/j.1468-2419.2007.00288.x

Lian, J. C. K. (2017, November 28-29). Embracing changes in human resource practices and transformative approaches in managing multi-generational workforce [Paper presentation]. International Conference on Economics (ICE 2017), Universiti Malaysia Sabah, Malaysia. https://www.ums.edu.my/fpep/files/Jennifer.pdf

Islam, T. (2019). Motivation to transfer training in learning organizations. Journal of Management Development, 38(4), 273-287. https://doi.org/10.1108/JMD-03-2018-0098

Kenny, D. A., Kashy, D. A., & Bolger, N. (1998). Data analysis in social psychology. In D. Gilbert, S. T. Fiske, & G. Lindzey (Eds.), Handbook of social psychology (4th ed.) (pp. 233-265). McGraw-Hill.

Knies, E., Boselie, P., Gould-Williams, J., & Vandenabeele, W. (2015). Special issue of International Journal of Human Resource Management: Strategic human resource management and public sector performance. The International Journal of Human Resource Management, 26(3), 421-424. https://doi.org/10.1080/09585192.2014.980127

Kontoghiorghes, C. (2002). Predicting motivation to learn and motivation to transfer learning back to the job in a service organization: A new systemic model for training effectiveness. Performance Improvement Quarterly, 15(3), 114-129. https://doi.org/10.1111/j.1937-8327.2002.tb00259.x

Laker, D. R., & Powell, J. L. (2011). The differences between hard and soft skills and their relative impact on training transfer. Journal of Human Resource Development Quarterly, 22(1), 111-122. https://doi.org/10.1002/hrdq.20063

Langford, P. H. (2009). Measuring organisational climate and employee engagement: Evidence for a 7 Ps model of work practices and outcomes. Australian Journal of Psychology, 61(4), 185-198. https://doi.org/10.1080/00049530802579481

Liebermann, S., & Hoffmann, S. (2008). The impact of practical relevance on training transfer: Evidence from a service quality training program for German bank clerks. International Journal of Training and Development, 12(2), 74-86. https://doi.org/10.1111/j.1468-2419.2008.00296.x

Marler, J. H., Liang, X., & Dulebohn, J. H. (2006). Training and effective employee information technology use. Journal of Management, 32(5), 721-743. https://doi.org/10.1177/0149206306292388

Mohamad, N. I., Ismail, A., & Mohamad Nor, A. (2020). The relationship between management support in training programs and motivation to perform task with motivation to learn as mediator. Scientific Journal of Logistics, 16(3), 431-446. https://doi.org./10.17270/J.LOG.2020.458

Noe, R., & Schmitt, N. (1986). The influence of trainee attitudes on training effectiveness: Test of a model. Journal of Personnel Psychology, 39(3), 497-523. https://doi.org/10.1111/j.1744-6570.1986.tb00950.x

Peters, S., Barbier, M., Faulx, D., & Hansez, I. (2012). Learning and motivation to transfer after an e-learning programme: Impact of trainees' motivation to train, personal interaction and satisfaction. Innovations in Education and Teaching International, 49(4), 375-387. https://doi.org/10.1080/14703297.2012.728878

Peter, I., & Eunice, A. E. (2014). The link between human resource management practices and organizational Commitment. Indian Journal of Management Science, 4(1), 10-18.

Presbitero, A., Roxas, B., & Chadee, D. (2016). Looking beyond HRM practices in enhancing employee retention in BPOs: Focus on employee-organisation value fit. The International Journal of Human Resource Management, 27(6), 635-652. https://doi.org/10.1080/09585192.2015.1035306

Rahimli, A. (2012). The impact of knowledge sharing on motivation to transfer training of employee. International Journal of Contemporary Research in Business, 4(5), 753-758.

Reinhold, S., Gegenfurtnet, A., & Lewalter, D. (2018). Social support and motivation to transfer as predictors of training transfer: Testing full and partial mediation using meta-analytic structural equation modelling. International Journal of Training and Development, 22(1), 1-14. https://doi.org/10.1111/ijtd.12115

Sekaran, U., & Bougie, R. (2010). Research methods for business: A skill-building approach (5th ed.). John Wiley & Sons.

Seyler, D. L., Holton, E. F., Bates, R. A., Burnett, M. F., & Carvalho, M. A. (1998). Factors affecting motivation to transfer training. International Journal of Training and Development, 2(1), 16-16. https://doi.org/10.1111/1468-2419.00031

Suleiman, W., Dassanayake, M. S., & Othman, A. E. A. (2018). Mediation of transfer motivation on the relationship between trainee characteristics and transfer of training: Evidence from educational sector in Nigeria. Human Resource Development International, 21(5), 552-570. https://doi.org/10.1080/13678868.2018.1514854

Taahir, A. B., Ng, Y. S., & Mohd Remie, M. J. (2020). The impact of human resource management practices on employees loyalty in Malaysia. International Journal of Information, Business and Management, 12(3), 79-93.

Tabachnick, B. G., & Fidell, L. S. (2007). Using multivariate statistics (5th ed.). Pearson.

Taylor, T. M. (2018). Exploring factors that influence employee motivation to transfer training from a leadership development program: A qualitative case study (Order No. 10836989) [Doctoral dissertation, Drexel University]. ProQuest Dissertations & Theses Global. https://www.proquest.com/docview/2072494164?pq-origsite=gscholar&fromopenview=true

Vanhala, M., & Ahteela, R. (2011). The effect of HRM practices on impersonal organizational trust. Management Research Review, 34(8), 869-888. https://doi.org/10.1108/01409171111152493

Wheeler, A., Harris, K., & Harvey, P. (2010). Moderating and mediating the HRM effectiveness-intent to turnover relationship: The roles of supervisors and job embeddedness. Journal of Managerial Issues, 22(2), 182-196. https://www.jstor.org/stable/20798904

Williams, L. J., Vandenberg, R. J., & Edwards, J. R. (2009). 12 structural equation modeling in management research: A guide for improved analysis. The Academy of Management Annals, 3(1), 543-604. https://doi.org/10.5465/19416520903065683

Zumrah, A. R., & Boyle, S. (2015). The effects of perceived organizational support and job satisfaction on transfer of training. Personnel Review, 44(2), 236 - 254. https://doi.org/10.1108/PR-02-2013-0029

Zumrah, A. R., Boyle, S., & Fein, E. C. (2013). The consequences of transfer of training for service quality and job satisfaction: An empirical study in the Malaysian public sector. International Journal of Training and Development, 17(4), 279-294. https://doi.org/10.1111/ijtd.12017

Downloads

Published

2022-12-19

How to Cite

Abdul Rahim Zumrah, Kalsom Ali, & Ahmad Najaa’ Mokhtar. (2022). The Effect of Human Resource Management Practices on Motivation to Transfer: Evidence from the Malaysian Public Sector. International Journal of Business and Society, 23(3), 1618–1631. https://doi.org/10.33736/ijbs.5187.2022