The Effect Of Transfer Of Training On The Relationship Between Perceive Organizational Support And Employee's Engagement In Sudan`s Public Sector Employees

Abstract

Organizations wishing to enhance their return on investment from training must understand the variables associated with transfer of training. Generally, organizations invest billions of dollars in training every year; many trained competencies reportedly fail to transfer to the workplace. In the previous literature on training transfer, researchers and practitioners have acknowledged that transfer of training will occur only when trainees have the desire or motivation to transfer training to the workplace. In Sudan public Sector Employee’s there is a little information's known about factors that influence a trainee's decision to use what they have learned on the job. However, to date the influence of the social exchange factor in the workplace, known as perceived organizational support, on transfer of training has not been adequately explored. This study has been conducted on employees of public sector in Sudan to addresses this gap. Specifically, this study explores the moderating effect of and transfer of training on the relationship between perceived organizational support and employee`s engagement. The study adopts an analytical descriptive Methodology, and used the questionnaire as a data collection instrument. The study population included all the employees of public sector who attended the national training program in (2012). The result from this study present information and practices to improve the abilities of the managers in public sector organization in Sudan to enhance the employees` capabilities to transfer the training outcomes after training. The result of this study argued that the factor (perceived organizational support) being significant factors that can adoptive the transfer of training and, ultimately, employee’s engagement.