Examining the effect of organizational support, management support, and peer support on transfer of training.

다국어 초록 (Multilingual Abstract)

The purpose of this study was to examine specific work environment factors (organizational support, management support, and peer support) that affect transfer of training from the classroom to the work environment at one-month, six-months, and one-year time periods following participation in a supervisory skills training program. In addition, this study examined the use of a peer supervisory support network that was established by trainees who completed the training program.
The study was conducted at a large eastern university. Seventy-five supervisors and 25 managers were included in the study sample. Data were gathered via self-report questionnaires form the trainees, and each trainee's manager to determine if differences exist between (a) work environment factors (organizational, management, peer and utilization of a peer supervisory network) and application of knowledge and skills, (b) work environment factors and transfer of training at one-month, six-month, and one-year time periods, and (c) trainees' and managers' perceptions of regarding work environment factors.
Results show that trainees who reported receiving higher levels of organizational, management, and peer support and utilizing a peer support network also reported applying, to a higher extent, the knowledge and skills learned in the supervisory training program. More specifically, trainees who reported receiving a higher level of support from the organization and a higher level of support from their supervisors also reported a higher level of transfer of training. Results also showed that at the one-year time frame, trainees who reported receiving higher levels of support, such as feedback and rewards, from the organization and more support, such as feedback, coaching, and rewards, from their supervisors, reported higher transfer of training. Overall, managers and trainees differed in their views regarding the level of coaching support given. Managers perceived that the level of coaching given was significantly higher than what was perceived by trainees.
Former studies have suggested that organizational, management, and peer support are related to transfer of training. This study supports previous findings and additionally provides details on specific aspects of support related to transfer of training.