Investigating Individual Factors Affecting Transfer of learning Employees in the Municipality of Tehran
Subject Areas :Maryam Hassanpour Roodbaraki 1 , Mojgan Abdollahi 2 , Alireza Araghieh 3 , Fatemeh Parasteh-Ghombavani 4
1 -
2 - دانشگاه آزاد اسلامی کرج
3 - دانشگاه آزاد واحد اسلامشهر
4 - دانشگاه آزاد اسلامي واحد کرج
Keywords: Education, Workplace learning, Transfer of learning, Individual factors.,
Abstract :
The Purpose of this Study is to identify and investigate the individual factors affecting transferring of learning to workplace in order to improve the performance and develop job competencies. It was a descriptive survey research. The population consisted of all staff at Transportation and Traffic Department in Tehran (N= 910). The sample was selected through a single-cluster sampling method through the Cochran formula and 270 employees (employees who were at least 6 months and at most one year after passing their training courses). Data collection was carried out through library studies and field research through a researcher-made questionnaire with content validity confirmation by several researchers in education and management and reliability of the tool, with Cronbach's alpha coefficient (0.77). In order to identify individual factors, exploratory factor analysis and confirmatory factor analysis, Varimax rotation was used to determine the most appropriate factors. The results showed: self-efficacy components, expectations from performance outcomes, cognitive ability, job attitude, orientation, organizational commitment, learner readiness, personality traits, control source, positive feeling, self-awareness, demographic characteristics, reception from learning resources, openness of experience, transfer motivation, perceived usefulness and value and core purpose are individual factors affecting transfer of learning, except the resistance to change and motivation level. According to results of Friedman test, the organizational commitment with the mean of 12.76 and level of motivation (mean=4.58) had the highest and least effect on transferring of learning of staff.
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