The Effect of Organizational Climate on Transfer of Training. A Study of Asa Ghana

Abstract

One of the main factors to ensure improved organizational performance is training. When training is conducted, trainees are equipped with new knowledge and skills with the expectation that the new learnt skills will be transferred to the organization. The climate in which transfer occurs is very critical to ensuring that transfer is possible. The main objective of this research was to identify how organizational climate can affect transfer of training using a micro finance organization in Ghana. The problem area identified was the low levels of transfer which after careful analysis was concluded to be caused by organizational climate. This led to the formulation of the hypothesis. The study was conducted on 189 participants of ASA Ghana which served as the sample size for the study. The participants were drawn from the Greater Accra and Ashanti Regional branches of the organization. The instrument for collecting data was a questionnaire which measured the perception of respondents about the seven elements of organizational climate (management support, peer support, budget availability, motivational level, opportunity to perform, training design, self efficacy/ability) and transfer of training as a composite element. A pilot test was conducted and improvement made to the questionnaire based on suggestions made. After all corrections had been effected the study was carried out. Result of the research showed that there was the elements of organizational climate had an effect on transfer of training leading to the acceptance of the hypothesis that organizational climate has an effect on transfer of training. Recommendations were made to improve upon management support which came out to be the highest element of organizational climate that affected transfer of training.