Returning the favor : positive employee responses to supervisor and peer support for training transfer. / Tian, Amy Wei; Cordery, John; Gamble, Jos.

In: International Journal of Training and Development, Vol. 20, No. 1, 03.2016, p. 1-16.

Research output: Contribution to journalArticlepeer-review

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Returning the favor : positive employee responses to supervisor and peer support for training transfer. / Tian, Amy Wei; Cordery, John; Gamble, Jos.

In: International Journal of Training and Development, Vol. 20, No. 1, 03.2016, p. 1-16.

Research output: Contribution to journalArticlepeer-review

Harvard

Tian, AW, Cordery, J & Gamble, J 2016, 'Returning the favor: positive employee responses to supervisor and peer support for training transfer', International Journal of Training and Development, vol. 20, no. 1, pp. 1-16. https://doi.org/10.1111/ijtd.12066

APA

Vancouver

Author

Tian, Amy Wei ; Cordery, John ; Gamble, Jos. / Returning the favor : positive employee responses to supervisor and peer support for training transfer. In: International Journal of Training and Development. 2016 ; Vol. 20, No. 1. pp. 1-16.

BibTeX

@article{4e817b3d310f410f93947c1a0d49f708,
title = "Returning the favor: positive employee responses to supervisor and peer support for training transfer",
abstract = "Drawing on social exchange theory and associated notions of reciprocity, we argue that interpersonal support for training transfer in the workplace is associated with increased employee task performance and organizational citizenship behavior (OCB), and reduced turnover intention. We test our hypotheses using survey data from 786 Chinese retail employees. The findings showed that when employees{\textquoteright} perceive high levels of supervisor/peer support for training transfer, they are more likely to deliver higher levels of task performance and OCB in response, which in turn, lead to reduced turnover intention. We also found that the strength of the relationship between supervisor/peer support for training transfer on individuals{\textquoteright} OCB varied across regions within China. The results confirmed the moderating role of regional context (coastal and inland regions) on the relationship between supervisor/peer support for training transfer on individuals{\textquoteright} OCB with a stronger effect found in less economically developed inland regions. The moderating effect of region indicates that cross-cultural researchers need to be aware of possible within-country variation in employee attitudes and values.",
keywords = "Supervisor support; peer support; training transfer; task performance; organizational citizenship behavior; turnover intention; collectivism; China",
author = "Tian, {Amy Wei} and John Cordery and Jos Gamble",
year = "2016",
month = mar,
doi = "10.1111/ijtd.12066",
language = "English",
volume = "20",
pages = "1--16",
journal = " International Journal of Training and Development",
number = "1",

}

RIS

TY - JOUR

T1 - Returning the favor

T2 - positive employee responses to supervisor and peer support for training transfer

AU - Tian, Amy Wei

AU - Cordery, John

AU - Gamble, Jos

PY - 2016/3

Y1 - 2016/3

N2 - Drawing on social exchange theory and associated notions of reciprocity, we argue that interpersonal support for training transfer in the workplace is associated with increased employee task performance and organizational citizenship behavior (OCB), and reduced turnover intention. We test our hypotheses using survey data from 786 Chinese retail employees. The findings showed that when employees’ perceive high levels of supervisor/peer support for training transfer, they are more likely to deliver higher levels of task performance and OCB in response, which in turn, lead to reduced turnover intention. We also found that the strength of the relationship between supervisor/peer support for training transfer on individuals’ OCB varied across regions within China. The results confirmed the moderating role of regional context (coastal and inland regions) on the relationship between supervisor/peer support for training transfer on individuals’ OCB with a stronger effect found in less economically developed inland regions. The moderating effect of region indicates that cross-cultural researchers need to be aware of possible within-country variation in employee attitudes and values.

AB - Drawing on social exchange theory and associated notions of reciprocity, we argue that interpersonal support for training transfer in the workplace is associated with increased employee task performance and organizational citizenship behavior (OCB), and reduced turnover intention. We test our hypotheses using survey data from 786 Chinese retail employees. The findings showed that when employees’ perceive high levels of supervisor/peer support for training transfer, they are more likely to deliver higher levels of task performance and OCB in response, which in turn, lead to reduced turnover intention. We also found that the strength of the relationship between supervisor/peer support for training transfer on individuals’ OCB varied across regions within China. The results confirmed the moderating role of regional context (coastal and inland regions) on the relationship between supervisor/peer support for training transfer on individuals’ OCB with a stronger effect found in less economically developed inland regions. The moderating effect of region indicates that cross-cultural researchers need to be aware of possible within-country variation in employee attitudes and values.

KW - Supervisor support; peer support; training transfer; task performance; organizational citizenship behavior; turnover intention; collectivism; China

U2 - 10.1111/ijtd.12066

DO - 10.1111/ijtd.12066

M3 - Article

VL - 20

SP - 1

EP - 16

JO - International Journal of Training and Development

JF - International Journal of Training and Development

IS - 1

ER -