Transfer of Training – a suggested course of action for local authorities coping with acute financial distress and ongoing workforce cut off – an Israeli case study

Abstract

Local authorities in many free market economy – based countries as well as welfare economy - based countries, experience acute fiscal distress and ongoing cut- offs in the workforce. For years, many of the local authorities in Israel have been coping with ongoing acute fiscal distress, which has had a significant impact on their capability to create, sustain and deliver public value to their residents. This dissertation aimed to provide suggested potential remedies for improving local authorities' and other organizations' performance. The suggested course of action was to leverage training and its transfer to work settings, although it was clearly noted that training and its successful application in the workplace are not a panacea to all the issues that the local authorities are confronting. An attempt was made to paint a picture of the key factors which may facilitate or prevent the use of training outcomes as a tool which can contribute to the abilities of an organization, acting in a turbulent environment, to accomplish its goals in the most efficient manner. A total of 420 employees, participating in training courses, from three different sectors in various local authorities in Israel, were surveyed. However, due to missing data the usable sample was 272 trainees. Two employee - related constructs (trainee characteristics and motivation to improve work through learning - MTIWL) and two organization related constructs (work environment and training design) were captured for 272 trainees in an attempt to predict their impact on training transfer. Additionally, the impacts of trainee characteristics, work environment and training design on MTIWL were examined, along with the mediating role of MTIWL between the three above mentioned constructs and training transfer. The results partially supported the predicted links. Evidence for the impact of MTIWL on transfer of training was found while, in turn, rather surprisingly, the research findings revealed that trainee characteristics, work environment and training design had no influence on transfer of training. Additionally, trainee personal characteristics and work environment were found to be predictors of MTIWL. The respondents scored higher than average on all the variables, indicating above – average perceptions regarding the examined constructs. These were mapped as important factors in a work setting. The implications of the results were discussed and several practical recommendations were made. Additionally, the limitations of this research were noted, along with suggested avenues for future research.