孟加拉国银行业转移培训动因研究

IF 1.4 Q3 MANAGEMENT

South Asian Journal of Human Resource Management Pub Date : 2018-11-19 DOI:10.1177/2322093718803210

Md. Shamsul Arefin, N. Islam

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引用次数: 21

摘要

由于对中央银行和其他银行的合规要求，孟加拉国银行业的培训和发展活动相当广泛。这些培训方案的重点不仅在于增加知识，而且在于将这些知识运用到工作中。然而，培训转移的有效性主要取决于转移的动机。近年来，对不同行业和本部门的转移培训动机进行了大量研究。然而，人们对孟加拉国银行业转移培训的动机知之甚少。因此，本研究试图确定影响孟加拉国银行部门转移培训动机的因素。我们使用结构化问卷对275名接受过银行培训的员工进行了调查。使用结构方程建模(SEM)技术对数据进行分析。结果表明，自我效能感、主管支持和执行机会对孟加拉国银行业转移培训的动机有显著影响。本研究表明，孟加拉国银行的监管风格和工作环境在激励员工进行转移培训方面发挥了最重要的作用。

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A Study on the Motivation to Transfer Training in the Banking Industry of Bangladesh

Abstract Training and development activities in the banking sector of Bangladesh are quite extensive due to the compliance requirements for the central bank and other banks. These training programmes focus not only on increasing knowledge but also on transferring that knowledge to the job. However, the effectiveness with which training is transferred primarily depends on the motivation to transfer. There is extant research from recent years on the motivation to transfer training in different industries and in this sector. However, little is known about the motivation to transfer training in the banking industry of Bangladesh. Thus, this study attempts to identify the factors that influence the motivation to transfer training in the banking sector of Bangladesh. A sample of 275 employees who obtained training from banks was surveyed using a structured questionnaire. Data were analysed using the structural equation modelling (SEM) technique. The results show that self-efficacy, supervisory support and opportunity to perform have a significant impact on the motivation to transfer training in the banking industry of Bangladesh. This study suggests that the supervisory styles and working environment of banks play the most important role in motivating employees to transfer training in this sector of Bangladesh.

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来源期刊

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

期刊介绍： South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.