Examining The Role of Motivation to Transfer as Mediator between the Individual Factors -- Organizational Factors and Training—Transfer

The issue that was brought to light by "World Health Organisation and Pakistan's Ministry of National Health Services (Regulations and Coordination") served as the impetus for the present research study that was carried out. Protecting frontline healthcare providers who are engaged in the battle against COVID-19 was the objective of a training programme that was developed as part of the "We Care" campaign and subsequently put into action. In the first stage, 100,000 front-line healthcare workers were trained that how to implement personal protective equipment at workplace. In this connection, more than 2000 training sessions were organized throughout the country since for June to December 2020. The trainees were including (doctors, all paramedic’s staff and nurses). The training transfer was the extreme important to the effectiveness of training program. The majority of a company's resources are often allocated to training and development programmes, which are intended to foster the acquisition of new skills and developing knowledge. As a result, the purpose of this particular research was to determine whether or not there is a connection between the relevance of individual and organisational characteristics and the function that motivation plays as a mediator in terms of transfer and transfer training. It was decided to implement a new concept of HCM, in which individual and organisational elements would be given priority, and the six subcomponents—self-efficacy, drive to learn, career component, chance to perform, awareness of strategic linage, and accountability—would be given priority in the second order. Nexus to primary data, the data via survey questionnaire was collected from 256 nurse of six general hospitals of Peshawar city. After collection of data, SPSS was used for initial statistical tests, while SEM-PLS was used to test hypotheses. The findings of the most recent research study reveals that both individual factors and organizational factors has significant impact on transfer training. It also shows that motivation to transfer as mediator has significant partial mediation in between the relationship of individual and organizational factors and training transfer. This novelty of the current study is the use of HCM, and use of mediator. The study was limited to only one big city and also restricted to nurse population. In future, other scholars, researchers can cover more cities, can also include more sectors other than health sector.  Moreover, other variables such as proactive behavior and proactive personality can use a moderator to enhance the outcomes of training transfer in future.