1) Determination of the need to train has a correlation of 0.369, which indicates that there is a moderate correlation between the determination of the need to train and transfer of training at Standard Executors and Trustees. The table further indicates that the correlation is significant at the 5% level of
significance. Therefore, employees perceive that the determination of the need to train influences transfer of training at S.E.T.
2) Training design has a correlation of 0.299, which indicates that there is a weak to moderate correlation between training design and transfer of training at Standard Executors and Trustees. However the correlation is not significant at the 5% level of significance. Therefore, employees do not perceive that training design has a significant influence on transfer of training at S.E.T.
3) Training venue has a correlation of 0.040, which indicates that there is a no correlation between the choice of a training venue and transfer of training at Standard Executors and Trustees. The correlation is not significant at the 5%
level of significance. Therefore, employees do not perceive that training venue has a significant influence on transfer of training at S.E.T.
4) Appraisal of employee performance has a correlation of 0.069, which indicates that there is no correlation between appraisal of employee performance and transfer of training at Standard Executors and Trustees. The correlation is not significant at the 5% level of significance. Therefore, employees do not perceive that the appraisal of employee performance has a significant influence on transfer of training at S.E.T.
5) Employee motivation has a correlation of 0.341, which indicates that there is a weak to moderate correlation between employee motivation and transfer of training at Standard Executors and Trustees. The correlation is significant at the 5% level of significance. Therefore, employees perceive that employee motivation has a moderate influence on transfer of training at S.E.T.
6) Ability to learn has a correlation of 0.484, which indicates that there is a moderate correlation between ability to learn and transfer of training at
Standard Executors and Trustees. The correlation is significant at the 5% level of significance. Therefore, employees perceive that ability to learn has a moderate influence on transfer of training at S.E.T.
7) Supervisory support has a correlation of 0.034, which indicates that there is a no correlation between supervisory support and transfer of training at Standard Executors and Trustees. The correlation is not significant at the 5% level of significance. Therefore, employees do not perceive that supervisory support has a significant influence on transfer of training at S.E.T.
8) Goal setting has a correlation of 0.255, which indicates that there is a weak correlation between goal setting and transfer of training at Standard Executors and Trustees. However, the correlation is not significant at the 5% level of significance. Therefore, employees do not perceive that goal setting has a significant influence on transfer of training at S.E.T.
9) Relapse prevention has a correlation of-0.302, which indicates that there is a negative correlation between relapse prevention and transfer of training at Standard Executors and Trustees. The correlation is significant at the 5% level of significance. Therefore, employees perceive that there is an inverse
relationship between relapse prevention and transfer of training at S.E.T.
10) Organisational support has a correlation of 0.015, which indicates that there is no correlation between organisational support and transfer of training at Standard Executors and Trustees. The correlation is not significant at the 5%
level of significance. Therefore employees do not perceive that organisational support has a significant influence on transfer of training at S.E.T. As
mentioned earlier the reliability values for the statements measuring organisational support were very low.
The independent variables, which have the most significant correlation with the dependent variable, Transfer of training, are (a) Determination of the need to train, which has a correlation of .369 (b) Employee motivation, which has a correlation of
.341 and (c) Employee Ability to Learn, which has a correlation of .484.
Further significant correlation which have been identified are (a) the correlation between Supervisory support for training and Goals setting and (b) the correlation between the employee's ability to learn and employee motivation.
Supervisory support and goal setting have a correlation of .570 and Supervisory support and organisational support have a correlation of .414, which indicate a moderate to strong correlation between supervisory support and both goal setting and organisational support. These correlations are significant at the 5% level of
significance.
Goal setting and employee motivation have a correlation of .461 and Goal setting and organisational support have a correlation of .347 which indicates a moderate
correlation between Goal setting and both organisational support and employee motivation. These correlations are significant at the 5% level of significance.
Ability to learn and transfer of training have a correlation of .484 and ability to learn and employee motivation have a correlation of .423 which indicate a moderate correlation between ability to learn and employee motivation. These correlations are significant at the 5% level of significance.
Figure: 54 Employee Perceptions of the factors that influence transfer of training at Standard Executors and Trustees
Figure 54, is a research model which shows the correlation and level of significance between the dependent and independent variables of this study. A discussion hereof appears at paragraph 6.7.
Independent Variables
r - 0.369, moderate correlation, significant at 5% level.
Perceptions relating to the determination of the need to train
r = 0.299, weak correlation, not significant at 5% level.
Perceptions relating to the use of different training designs
r = 0.040, no correlation, not significant at the 5% level.
Perceptions relating to choice of training venue
r = 0.069, no correlation, not significant at 5% level.
Perceptions relating to appraisal of performance after training
r = 0.341, weak correlation, significant at 5% level.
Perceptions relating to employee motivation to learn r = 0.484, moderate correlation, significant at 5% level.
Perceptions relating to the employee's ability to Learn r = 0.034, no correlation , not significant at 5% level Perceptions relating to Supervisory support
r = 0.255, weak correlation, not significant at 5% level.
Perceptions relating to using goal Setting as a training technique
r = -0.302, negative correlation, significant at 5% level.
Perceptions relating to the use of Relapse prevention in training
r = 0.015, no correlation, not significant at 5% level.
Perceptions relating to organisational support for training
Dependant Variable
Transfer of Training at
Standard Executors and Trustees