THE EFFECTS OF ORGANIZATIONAL LEARNING CULTURE AND JOB SATISFACTION ON MOTIVATION TO TRANSFER LEARNING AND TURNOVER INTENTION BY T.M. EGAN, B. YANG, K.R. BARTLETT
In the highly competitive business world of today , it is worthy of note that organizations need to develop employees through Organizational Learning Culture for greater productivity and success. This review seeks to acknowledge the fact that HUMAN RESOURCE DEVELOPMENT (HRD) , is essential in contributing to the organizational learning and transfer of knowledge at the workplace ( Swanson & Holton , 2001) , and its importance on business performance. An Organization that learns adapts to its changing environment hence Organizational learning is a social process which involves interactions among employees leading to well informed decision making , job satisfaction , and motivation to transfer learning and turnover intention. Job satisfaction is an employees affective reactions to a job based on comparing desired outcomes with actual outcomes ( Cranny, Smith & Stone, 1992) . Every employee wants their jobs to be able to provide them basic features at the workplace such as pay, promotion or autonomy which differentiates from one individual to the other which may likely develop also , to less job satisfaction with greater percentage of withdrawal when these features are not met ( Pearson, 1991) .
Motivation to transfer learning is trainees desire to use the knowledge and skills mastered in training or associated learning activities on the job (Noe & Schmitt , 1986) . Simply put, it is the desire of an individual to impact knowledge attained from a classroom to job related assignment and factors that influence motivation to transfer were not limited to a motivating job , opportunities for advancement , growth opportunities , job importance , rewards for teamwork , and organization commitment ( Kontoghiorghes, 2001). Turnover Intention is a conscious and deliberate willingness to leave the...
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