Full metadata record
| DC Field | Value | Language |
|---|---|---|
| dc.contributor | Multi-disciplinary Studies | en_US |
| dc.creator | Lau, Ping-lun Audy | - |
| dc.identifier.uri | https://theses.lib.polyu.edu.hk/handle/200/3754 | - |
| dc.language | English | en_US |
| dc.publisher | Hong Kong Polytechnic University | - |
| dc.rights | All rights reserved | en_US |
| dc.title | The effect of work environment factors on transfer of training : a case study of the Urban Services Department's "Achieving Service Excellence" course | en_US |
| dcterms.abstract | The purpose of this study is to investigate the impact of work environment on transfer of learning. It uses qualitative methods to study how well trainees that attend the course "Achieving Service Excellence" in the USD Training School applied what has been learnt to their job. The study focuses on work environment factors that may affect trainees' transfer of training. The fact that there is a lack of research on impact of work environment to transfer of training and the fact that even less research has been done in an Asian context makes this research unique and important. Previous research shows that there are various elements in the work environment that affect transfer. These are "situational cues" in the form of goals set in the work place and behaviour of colleagues that serve to remind trainees of their training. There are "consequences" in the form of reward, feedback and punishment that trainees experience that affect their further use of what they have learned. Of these cues and consequences, past research shows supervisor support and peer support are the most important in affecting transfer. Research also shows that work environment may affect transfer both directly and indirectly. When it affects transfer indirectly; it affects the self-efficacy and motivation of trainees. It also affects opportunity to practice what has been learnt. All these, in turn, affect transfer. This study was designed to test the impact of both these direct and indirect effects on transfer of training. The findings from this research produced a picture that was very different from previous research. The findings did not support the hypotheses that work environment, self-efficacy, motivation and opportunity to practice affect transfer. Why this happened, what really affected transfer, implications for further research and recommendations for training practitioners are discussed. | en_US |
| dcterms.extent | viii, 129, [37] leaves : ill. ; 30 cm | en_US |
| dcterms.isPartOf | PolyU Electronic Theses | en_US |
| dcterms.issued | 1996 | en_US |
| dcterms.educationalLevel | All Master | en_US |
| dcterms.educationalLevel | M.Sc. | en_US |
| dcterms.LCSH | Employees -- Training of | en_US |
| dcterms.LCSH | Work environment | en_US |
| dcterms.LCSH | Employees -- Training of -- China -- Hong Kong -- Case studies | en_US |
| dcterms.LCSH | Work environment -- China -- Hong Kong -- Case studies | en_US |
| dcterms.LCSH | Hong Kong. Urban Services Dept. Achieving Service Excellence | en_US |
| dcterms.LCSH | Hong Kong Polytechnic University -- Dissertations | en_US |
| dcterms.accessRights | restricted access | en_US |
Files in This Item:
| File | Description | Size | Format | |
|---|---|---|---|---|
| b12465495.pdf | For All Users (off-campus access for PolyU Staff & Students only) | 5.15 MB | Adobe PDF | View/Open |
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