The role of leadership in the transfer of training in the transfer of in-service training mediated by the structures of planned behavior

Background and Aim:

Human resource development is one of the most important components of effective organizations from other institutions and training is the best tool for human resource development. The purpose of this study was to investigate the effect of leadership transfer of education in the form of support of middle managers through the mediation of planned behavior structures on training transfer.

Method:

 This study is " Practical " in terms of purpose and "descriptive, correlational" in terms of data collection. The statistical population of all brokerage firms in Tehran province and the sample size was determined using Krejcie and Morgan table equal to 357 people. Probabilistic and cluster sampling, using two researcher-made questionnaires of education transfer leadership and planned behavior questionnaire, which were collected based on the theory of components and fishbin (2003), validity (content, convergent and divergent) and reliability (Factor load, composite reliability coefficient, Cronbach's alpha coefficient) The questionnaires indicated that the measuring instruments had good validity and reliability. Data analysis was performed by structural equation modeling using Smart PLS software.

The results of testing the hypotheses using t-test statistics and path coefficients (β) showed that education transfer leadership has a significant and moderate effect on the variables of attitude to education transfer, mental norm, perceived behavioral control, and also on the transfer intention variable. Training and transfer of training has a significant and strong impact.

The results of this study indicate that according to the theory of planned behavior of training transfer can be the result of rational decision-making process of employees, ie the stronger the intentions of employees, the more their compliance with the social group, and positive control The more employees transfer the training results, the more effective the transfer of in-service training to the workplace will be, and finally the support of managers in the form of attitudes, behaviors and strategies can be in how to transfer in-service training to the workplace be influential.