The impact of work environment, individual characteristics, training design and motivation on training transfer to the work: the case of Saudi Arabian Public Security Organisation

The aim of this empirical study was to find out the impact of work environment, individual characteristics, training design and motivation on training transfer to the work in the context of public security.

Methodology included a cross sectional questionnaire survey administered to a stratified convenience sample of 500 officers of Public Security Organisation in Saudi Arabia. The effective response rate was 70.2% (351 useable surveys returned out of 500 surveys administered). Data were analysed by running frequencies, descriptive statistics and exploratory factor analysis and structural equation modelling.

Results showed that participants’ learning motivation was statistically significantly determined by peer support (β = .311, p = .000), training retention (β = .197, p = .027), goal orientation (β = .163, p = .036) and self-efficacy (β = .158, p = .047). Statistically significant predictors of transfer motivation were learning motivation (β = .401, p = .000), peer support (β = .224, p = .003), training retention (β = .176, p = .021) and self-efficacy (β = .152, p = .028), feedback (β = -.159, p = .014) and openness to change (β = -.147, p = .020). Statistically significant determinants of training transfer were training design (β = .318, p = .000), training retention (β = .313, p = .000), transfer motivation (β = .177, p = .008) and supervisor support (β = .146, p = .018).

Training transfer to the work in the context of public security is positively affected by work environment, individual characteristics, training design and motivation factors but a negative association between transfer motivation and performance feedback and openness to change suggest a review of these factors in the context of public security organisations.