Investigating the motivational antecedents of training transfer at the post-implementation phase of enterprise systems

Purpose: Despite recognising the importance of training on the successful implementation of enterprise resource planning (ERP) systems, there is a shortage of research on mechanisms that facilitate the effective use of ERP implementation training in business environments. This study aims to investigate the factors influencing post-implementation transfer behaviours as a measure of training effectiveness among ERP users. Design/methodology/approach: A conceptual model based on related theories was developed to explain the effectiveness of post-implementation ERP training. The study analysed collected data from ERP users drawn from finance, customer relationship management, marketing, sales and logistics units in some organisations in New Zealand. Findings: Findings reveal that 42.7% of the variance in ERP training transfer (TT) can be explained by mastery goal orientation (MGO), computer self-efficacy (CSE) and transfer motivation (TMO). Furthermore, CSE and TMO acted as vital mechanisms by which MGO affects the TT. Research limitations/implications: Future studies are implored to address the limitation of cross-sectional research design by using more objective measures and multiple data sources. Practical implications: Understanding the underlying mechanisms of training effectiveness at the post-implementation phase can facilitate the development of strategic interventions to sustain effective transfer behaviours in ERP task environments. Originality/value: Building on the self-determination theory, this study demonstrates the interrelationship among MGO, CSE, TMO and TT at the post-implementation phase of ERP.