According to Broad (2005), healthcare system in any country is very convoluted. It is more difficult in those countries who has limited resources to run the healthcare system smoothly. United States Agency for International Development is funding to these type of countries such as Africa and Asia for education and training to enhance their quality of work to reach the national standards. With the regular training session, healthcare professionals implement their learned skill into the hospitals for better service delivery.
2.2 The association between transfer of training and performance:
According to Pineda (2010), all the organization whether public or private spent a lot for the training programme. However, they are not able to reveal the …show more content…
Researcher have used Baldwin and Ford 's model of transfer to recognise the factors in relation to trainees characterises (self-efficacy, motivation, cognitive ability), work environment (support, transfer climate, opportunities to execute), training design (error management, behavioural modelling) have revealed the powerful relationship with the transfer of training.
Transfer of training models have postulated some factors such as high motivation, workplace environment, using simulation appropriately, promoting self-regulation and technology based training can affect the extent of transfer of training to the workplace. These can be pre- training or post-training factors (Grossman & Salas, 2011).
According to Chiaburu, Van Dam, & Hutchins (2010), social support and positive climate are identified as mediating effects for trainee’s self-efficacy, motivation to transfer and learning goal orientation. It means friendly and supportive environment at workplace influences staff’s psychology which in turn enable them to use what they have acquired during the training …show more content…
The employees who have learned and acquired new skills and knowledge will implement them into workplace settings to enhance the performance in healthcare settings. This theory is in accordance with social exchange approach which illustrates that when one person does favour for another, there are some expectation for future returns (Eisenberger, Fasolo, & Davis-LaMastro, 1990). In this study, organizational commitment towards employees to provide budget for training and the staff in turn will apply all the learned skill into workplace for better performance. Thus, the following hypothesis has been
2.2 The association between transfer of training and performance:
According to Pineda (2010), all the organization whether public or private spent a lot for the training programme. However, they are not able to reveal the …show more content…
Researcher have used Baldwin and Ford 's model of transfer to recognise the factors in relation to trainees characterises (self-efficacy, motivation, cognitive ability), work environment (support, transfer climate, opportunities to execute), training design (error management, behavioural modelling) have revealed the powerful relationship with the transfer of training.
Transfer of training models have postulated some factors such as high motivation, workplace environment, using simulation appropriately, promoting self-regulation and technology based training can affect the extent of transfer of training to the workplace. These can be pre- training or post-training factors (Grossman & Salas, 2011).
According to Chiaburu, Van Dam, & Hutchins (2010), social support and positive climate are identified as mediating effects for trainee’s self-efficacy, motivation to transfer and learning goal orientation. It means friendly and supportive environment at workplace influences staff’s psychology which in turn enable them to use what they have acquired during the training …show more content…
The employees who have learned and acquired new skills and knowledge will implement them into workplace settings to enhance the performance in healthcare settings. This theory is in accordance with social exchange approach which illustrates that when one person does favour for another, there are some expectation for future returns (Eisenberger, Fasolo, & Davis-LaMastro, 1990). In this study, organizational commitment towards employees to provide budget for training and the staff in turn will apply all the learned skill into workplace for better performance. Thus, the following hypothesis has been