Title of Thesis

Influence of Organizational Work Environment on Transfer of Training in Banking Sector

Author(s)

IKRAM ULLAH SHAD

Abstract
The primary objective of the research was to determine the influence of Organizational Work Environment (OWE) on transfer of knowledge and skills learnt during training; a phenomenon widely quoted in HR literature as Transfer of Training (TOT). To this end, the researcher initially identified eight elements constituting work environment of banks in Pakistan. Subsequently, the magnitude of influence of each constituent element of transfer of training in 12 important functional areas of banking operations was analyzed. After identifying the problem area, low level of transfer, variable of primary interest was discerned as the influence of workplace environment on transfer. Hypotheses were formulated on the basis of previous researches and a hypothetico-deductive method of research was followed. The instrument of data collection was a questionnaire comprising 71 items which measured perception of respondents about the level of eight supports (management support, peer support, resource support, technological support, budget support, opportunity to perform, workload, and religiosity) available to them in the work environment. Besides, the questionnaire measured perception about degree of Transfer of Training in 12 most important areas of banking operations. Sample size of this research consisted of 237 bank officers of 29 banks with 357 branches located in Rawalpindi and Islamabad. The results were reconfirmed by the help of another survey questionnaire based on Model of Transfer through Learning Process.
Data was collected by mail as well as through personal contacts. A pilot test was conducted and improvements suggested by the respondents were accordingly incorporated before launching a full scale survey. As predicted, the results confirmed a non-zero relationship between OWE & TOT. All eight OWE variables showed significant regression results and the R square value also indicated an overall ‘good’ model fit. Additionally, the strength of linear relationship measured by the help of Correlation Coefficient Pearson r was found to be positive at 0.01significance level. The results of data analysis were in line with previous researches in this field.
The study brought out a number of important findings which necessitated formulation of HR initiatives for bringing about tangible improvement in OWE at banks that will eventually enhance levels of transfer: the major objective of training programs.

1

1.1 Background of the Study

1.2 Nature of Study
1.3 Rationale of Study
1.4 Significance of Study
1.5 Statement of the Problem
1.6 Objectives of Study
1.7 Research Questions
1.8 Hypothesis
1.9 Population
1.10 Sample
1.11 Tools of Research
1.12 Pre-testing of Tools
1.13 Procedure of Collecting Data
1.14 Data Analysis
1.15 Delimitations of the Study
1.16 Acronyms and Abbreviations

2.1 Introduction to Transfer of Training

2.2 Training Transfer in the Financial Context
2.3 Organization of Research Available on Transfer of Training
2.4 Importance of Work Environment in Transfer of Training
2.5 Transfer Problem and its Relation with Work Environment
2.6 Models and Frameworks: Work Environment Link to Transfer of Training
2.7 Proposed Model and Explanation of Variables
2.8 Transfer of Training: Measurement and Evaluation
2.9 Research Issues

3.1 Research Design

3.2 Discussion on Paradigm
3.3 Theoretical Framework
3.4 Instrument
3.5 Construction of Index
3.6 Sampling Design Considerations
3.7 Data Analysis

4.1 Descriptive Statistical Analysis

4.2 Inferential Statistical Analysis
4.3 Analysis and Discussion of Results
4.4 Measuring Transfer Through the Process
4.5 Achievement of Research Objectives

5.1 Summary

5.2 Findings
5.3 Conclusion
5.4 Recommendations
5.5 Directions for Future Research