This study extracts the main characteristics of the interfaith dialogue that had been carried out during the Prophet Muhammad's lifetime from six models of interfaith dialogue during that time. The six models are based on engagements of the Prophet Muhammad in six different occasions, in both, Meccan and Medinan periods: dialogues with Abd Allah ibn Salam, Najashi of Abyssinia, Christians of Najran, antagonistic Jews of Medina, Heraclius of Byzantine Empire and Khosrow of Sassanian Empire. Analysis of this study has employed the historical hermeneutics of Ibn Khaldun (1332-1406) to unveil the underlying contexts of the six Prophetic interfaith dialogue models. On the other hand, the derivation of the Prophetic interfaith dialogue characteristics is based on observation of the salient features applied in all the models of Prophetic interfaith dialogue. The study concludes that all the Prophetic interfaith dialogue was carried out in the spirit that dialogue is a form of da `wah. Among the characteristics of this Prophetic interfaith dialogue models, 'principle -centred' is the most consistent. Other characteristics are clarity and precision, openness and respect, confidence and nonarrogance, non-evasion and peaceful co -existence.

Purpose This study aims to examine the relationship between religiosity, trainees' reaction and motivation to transfer in the context of public sector organizations in Malaysia. Design/methodology/approach Structured equation modeling is conducted on survey data from 306 public sector employees in Malaysia. Findings The result of this study highlights the importance of religiosity as a trainee characteristic factor that can influence employee reaction toward the training program, and ultimately demonstrates positive intention to transfer the training outcomes to the workplace. In other words, the findings reveal that reaction has a mediating effect on the relationship between religiosity and motivation to transfer. Research limitations/implications - This study provides guidance to training practitioners (e.g. training consultant company), who wish to enhance a positive training reaction of public sector employees in Malaysia. A significant relationship between religiosity and reaction indicates that the importance of religious elements to be included in the training program when conducting training to public sector employees in Malaysia. Originality/value The findings of this study are very important because the relationship between religiosity, reaction and motivation to transfer has not been examined before. Besides, no study on the relationship between religiosity and reaction has been traced. Furthermore, the role of reaction as a mediator between religiosity and motivation to transfer has not been studied so far.

Purpose - The role of perceived organizational support (POS) and job satisfaction on the effectiveness of transfer of training in the workplace has begun to receive attention among recent studies. However, there is still limited understanding of how these factors may work together to affect the transfer of training. The purpose of this paper is to address this gap by exploring the relationship between POS, job satisfaction and transfer of training. Design/methodology/approach - The data of this study have been collected from a group of employees, and their supervisors through survey. The data were analyzed using structural equation modeling. Findings - The findings reveal that job satisfaction mediates the relationship between POS and transfer of training. Originality/value - This study suggests that POS can improve employees' job satisfaction, which in turn increase transfer of training in the workplace. The significant relationship between the factors (POS - job satisfaction - transfer of training) is an important finding that has not been empirically determined previously, particularly in the transfer of training literature. The findings show that job satisfaction plays an essential role as a mediator in the relationship between POS and transfer of training.

This study examines the relationship between religiosity, training reaction and motivation to transfer. Structured equation modelling is conducted on survey data from 306 public sector employees in Malaysia. The result of this study highlight the importance of religiosity as a trainee characteristic factor that can influence employee reaction toward the training program, and ultimately demonstrate positive intention to transfer the training outcomes in the workplace. The findings of this study is very important because the relationship between religiosity, reaction and motivation to transfer has not been examined in the literature, particularly the relationship between religiosity and reaction, and the role of reaction as a mediator between religiosity and motivation to transfer. (C) 2016 Published by Future Academy www.FutureAcademy.org.uk

Purpose - This study aims to investigate the relationships among perceived organizational support (POS), transfer of training outcomes to the workplace and service quality in the context of public sector organizations in Malaysia. Design/methodology/approach - The data for this study have been collected from three sources, the employees of public sector organizations in Malaysia, their supervisors and their colleagues through surveys. Findings - The findings reveal that transfer of training has a mediating effect on the relationship between POS and service quality. Practical implications - The findings illustrate that both elements, which are the support from organization (in terms of valuing employee contribution and caring about their well- being) and employee work attitude (applying the knowledge, skills and attitudes that are learned during training on the job) are significant in influencing employee service quality. Originality/value - This study adds to the small number of studies examining the mediator of the POS and service quality relationship. Such research is essential to understand a mechanism that links POS and service quality. This study also extends the literature by examining together the factor (POS) and the consequence (service quality) of transfer of training. To date, the number of empirical studies that have examined the factors and the consequences of transfer of training in one framework is still limited.

Every organisation and government invests in implementing effective training programmes to maximize the inherent value of their existing human capital. Human development training programmes have been an integral part in encouraging the employees to be a competent and skilled labour force that is knowledgeable and able to perform assigned tasks. Disaster preparedness training is one of training programmes provided to employees and volunteers to prepare and reduce the effects of a disaster such as flood. A variety of training is provided such as swimming skills, cardiopulmonary resuscitation (CPR) technique, basic rescue, disaster management, physical intelligence and basic disaster action. However, there is still lack of study that reviews the potential factors that influence the transfer of training in disaster preparedness training. This study is conducted to address this gap. Specifically, this study will review previous studies to identify the potential factors that could influence the transfer of training in disaster preparedness training. (C) 2015 The Authors. Published by Elsevier Ltd.

Purpose - The purpose of this study is to highlight the importance role of transfer of training as a mediator in the relationship between training and service quality. Design/methodology/approach - The data of this study were collected from three sources: the employees of public sector organizations in Malaysia who participated in a Basic Financial Management training program, their supervisors and their colleagues through surveys. The data were analyzed using structural equation modeling. Findings - The findings reveal that transfer of training mediated the relationship between training and service quality. Research limitations/implications - The finding illustrate that management in public sector need to ensure that their employees apply the new learned knowledge and skills at the workplace following the training to maximize the return of training investment. Originality/value - This study extends the literature by providing empirical evidence that transfer of training has a mediating effects on the relationship between training and employee service quality in the context of public sector organizations in Malaysia, a non-Western context that located in Southeast Asia.

Purpose - One important factor that influences the success of transfer of training in the workplace is the employees' learning level following the training. The association between learning and transfer of training has been established by previous studies. However, to date only a few empirical studies have examined the moderating factor that could strengthen the link between these two variables. This study has been conducted to addresses this gap. Specifically, the purpose of this paper is to explore the moderating effect of job satisfaction on the relationship between learning and transfer of training. Design/methodology/approach - The data for this study have been collected from two sources: the employees of public sector organizations in Malaysia and their supervisors through surveys. Findings - The findings reveal that learning has an important role as a predictor of transfer of training but job satisfaction was found to have no moderating effect in this study. Research limitations/implications - The finding illustrate that management in public sector need to ensure that the employee gains new knowledge and skills from a particular training they have attended, in order to maximize return on training investment. Originality/value - This study extends the discussion and understanding on factors that influence transfer of training at public sector organizations in a non-Western context, specifically Malaysia, a developing country in Southeast Asia.

One important and essential factor that influence service quality is training. However, the impact of training on service quality is still inconsistent in the literature. Therefore, a more detailed scrutiny of this relationship is clearly warranted. This study is conducted to further study this relationship by exploring the possibility that transfer of training is a mediator in the relationship between training and employee service quality. The data for this study were collected from employees of public sector organizations in Malaysia. The results from the present study supported the hypothesized mediation of transfer of training on the training-service quality relationship. (C) 2014 Elsevier Ltd.