The effects of perceived organizational support, supervisor supports and peer supports on transfer of training

Organizations have invested a huge amount of time and money into training in order to improve the organizational performance. However, if the training fails, the resources dedicated to it is wasted and the results go unrealized. Thus, the organizational performance can be evaluated by looking on transfer of training that is obtained by employees. The purpose of this study is to determine the effects of dominant factors on the transfer of training. Three factors were proposed by considering the factors of perceived organizational supports (POS), supervisor supports and peer supports. The research was conducted in an organization at Pasir Mas, Kelantan with the population of 90 respondents and the research sample are 82 employees of the organization who had attended Occupational Safety and Health Administration (OSHA) training program. The approach used is quantitative by using survey questionnaire in collecting data 6 months after training program and Statistical Package for the Social Science (SPSS) software to analyze the collected data. The outcome turned out that the level of transfer of training among employees in an organization is very high. Then, peer supports out of other supports has become the most domain factor that affected transfer of training in the organization. Perceived organizational supports, supervisor supports and peer supports are statistically significant correlated with positive relationship towards training transfer.