Perceived Workplace Learning Support and Its Relationship with Motivation to Transfer Training, Training Transfer and Readiness to Change: Evidence from a Sample of Singapore Working Adults

In an increasingly competitive and volatile global economy, many organisations are investing more resources in continuing education to help workers to upskill and reskill to respond to changing business needs and increase organisational productivity. However, workplaces may vary in their ability to provide support for workers’ training needs and transfer of skills. In the current study, we examined how perceived workplace learning support may affect workers’ motivation to transfer training, training transfer and readiness to change. The study used a convenience sample of 143 adult learners who attended continuing education courses in Singapore. Informed consent from each participant was obtained prior to data collection. Results from path analysis revealed that perceived workplace learning support positively predicted workers’ motivation to transfer training. In addition, perceived workplace learning support predicted training transfer and readiness to change via motivation to transfer training. Motivation to transfer training therefore served as a mediator variable in this study. This study suggests that organisations could consider implementing effective learning support structures to develop supportive workplace learning environments to promote workers’ training transfer and work performance.