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Motivation to Learn as a Mediator of the Relationship between Supervisor Support in Training Programs, Transfer of Competency and Job Performance

Author

Listed:
  • Azman ISMAIL

    (Faculty of Cognitive Sciences and Human Development. University Malaysia Sarawak)

  • Sofiah BONGOGOH

    (Faculty of Cognitive Sciences and Human Development. University Malaysia Sarawak)

  • Sheela Chitra CHANDRA SEGARAN

    (Faculty of Cognitive Sciences and Human Development. University Malaysia Sarawak)

Abstract

This study was conducted in oder to measure the effect of the supervisor support and motivation to learn on employee outcomes (i.e., transfer of competency and job performance) using 100 usable questionnaires gathered from technical employees who have worked in one city based local authority in Sarawak, Malaysia (MLAUTHORITY). Outcomes of stepwise regression analysis showed the relationship between motivation to learn and supervisor support had been an important predictor of transfer of competency and job performance. Further, this result confirms that motivation to learn does act as a full mediating role in the training model of the studied organization. In addition, implications and limitations of the study, as well as directions for future research are discussed.

Suggested Citation

  • Azman ISMAIL & Sofiah BONGOGOH & Sheela Chitra CHANDRA SEGARAN, 2008. "Motivation to Learn as a Mediator of the Relationship between Supervisor Support in Training Programs, Transfer of Competency and Job Performance," Timisoara Journal of Economics, West University of Timisoara, Romania, Faculty of Economics and Business Administration, vol. 1(3), pages 257-270.
    • Handle: RePEc:wun:journl:tje:v01:y2008:i03:a04
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    Cited by:

    1. Kueh Hua Ng & Rusli Ahmad, 2014. "Motivation to Improve Work through Learning: A Conceptual Model," International Journal of Management, Knowledge and Learning, International School for Social and Business Studies, Celje, Slovenia, vol. 3(2), pages 181-200.

    More about this item

    Keywords

    Supervisor Support; Motivation to Learn; Transfer of Competency; Job Performance.;
    All these keywords.

    JEL classification:

    • M53 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Training
    • M54 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Labor Management
    • O15 - Economic Development, Innovation, Technological Change, and Growth - - Economic Development - - - Economic Development: Human Resources; Human Development; Income Distribution; Migration
    • I29 - Health, Education, and Welfare - - Education - - - Other
    • J28 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Safety; Job Satisfaction; Related Public Policy

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