Integrative Model for Training Transfer, Demographic Variables and Organisational Climate: a Case of Selected Companies
DOI:
https://doi.org/10.51137/wrp.ijarbm.824Keywords:
Demographic Variables, Pre- And Post- Training, Job Satisfaction, Lower-level Employees, Organisational Performance.Abstract
In today’s era of disruption and rapid technological advancement, the demands for organisational competence development are on the rise. Making investment in human capital development the single most guarantor or tonic for sustainable competitive advantage for any organisation. The primary purpose of this study is to examine the relationship between training, demographic variables and organisational climate. The research employs a positivist paradigm, utilising a deductive approach characterised by quantitative methods. It incorporates a longitudinal study and a pre-post quasi-experimental survey design to gather data from a randomly sampled population (consisting of 587 pre- and 518 post- 526) participants from 5 companies in South Africa. Utilising diverse multivariate statistical methods, such as analysis of variance (ANOVA) and correlation and regression modelling, for data analysis. The study’s empirical evidence revealed that categories of demographic variables that led to a significant increase in the dependent variable i.e. “organisational climate” consisted of skilled workers, White participants (p = 0.001) and Afrikaans speakers (non-parametric) (p = 0.001) and (parametric) (p = 0.000), those who had post-Matric qualifications and those with 6 – 10 years’ experience in the same job. This paper offers insights to management, especially HR policy makers on creating a learning culture and embrace the value of continued investment in human capital. Plethora of documentary evidence proved T&D to be the predictor of healthy organisational climate, efficiencies, profitability and long-term survival and growth.
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