BIG FIVE PERSONALITY TRAITS, TRANSFER OF TRAINING, MOTIVATION TO TRANSFER, AND TASK PERFORMANCE AMONG ADMINISTRATORS IN SAUDI ARABIA UNIVERSITIES

Abstract

The study of administration staff within organizations is essential because they are considered as vital assets. Prior research indicated that personality traits are important for predicting the transfer of training, which, in turn, affects task performance among employees. Numerous studies highlighted that the Big-Five personality traits as one of the important predictors of ensuring the transfer of training in the organization. The motivation to conduct transfer of training can also boost the effectiveness of training of transfer on task performance. However, research on the influence of Big-Five personality traits, transfer of training and task performance in the context of Saudi Arabian universities is still limited, especially among the administrative managers. Therefore, this study investigates the influence of Big-Five personality traits on transfer of training and task performance. In addition, this study tests the mediating effect of transfer of training on the relationship between Big-Five personality traits and task performance as well as the moderating effect of motivation to conduct transfer of training on the relationship between transfer of training and task performance. Baldwin and Ford’s Model, as well as the Learning Transfer System Inventory models were utilized as underlying theories for this study. The research design of this study was based on quantitative approach by using questionnaire to gather the data. A total of 366 administrative managers from seven universities in Saudi Arabia participated in this study. Data analysis was conducted using descriptive statistics and structural equation modelling through statistical software packages SPSS and Smart PLS version 3.0. The result of this study reveals that overall, the Big-Five personality traits are positively correlated with task performance. In term of dimensions, the findings demonstrate that two of the personality traits—agreeableness and neuroticism,—are not significantly related to task performance, whereas the other personality traits—conscientiousness, openness to experience, and extraversion,—are positively associated with task performance. In addition, the results provide a substantial support for transfer of training as a mediator on the relationship between Big-Five personality traits and task performance. More importantly, it was found that motivation to conduct transfer of training has a significant moderating effect on the relationship between transfer of training and task performance. Findings from this study contribute to the body of knowledge by providing empirical data related to the influence of Big-Five personality traits on transfer of training and task performance, particularly in the context of Saudi Arabia. The findings of this research also provide practical and theoretical implications for universities in Saudi Arabia, specifically in addressing the mechanisms required to foster positive transfer of training and enhance task performance among administrative managers.