Predicting Motivation to Learn and Motivation to Transfer Learning Back to the Job in a Service Organization: A New Systemic Model for Training Effectiveness

This exploratory study attempted to identify key predictors of motivation to learn and motivation to transfer as well as examine the relationship between the two variables. Organizational commitment, task cues, and co-worker commitment to quality work were found to be the strongest predictors of motivation to learn. Motivation to learn, a motivating job, and being expected to use the newly learned skills and knowledge on the job were found to be the most important predictors of motivation to transfer.