Training Transfer: Perceptions of Computer Use Self-Efficacy among Students and Employee

The performances of organizations, according to Heilman and Hornstein (1982), are affected by human forces rather than technical capabilities. For nearly a century, organizations have searched for the means to best achieve their organizational objectives. This quandry is now coupled with the use of progressive computer technology that requires consistent yet scarce human resource proficiency for positive organizational results. Historically, decision makers have overlooked the impact of employee confidence or self-efficacy in performance as a component in achieving organizational success. Devastating demands and requirements of computer technology are likely to erode one’s confidence to perform as well as any desire to undertake any computer-related activities. Employee self-efficacy perceptions of technological advancements are reflected in the performance and proficiency realized by the organization. Workplace performance and the employee’s willingness to learn computer technologies and their related tasks are hindered by low self-efficacy levels (Bandura, 1977; Gist, 1987). Consequently, attention to providing workforce preparation that transfers or results in self-efficacious computer technology interaction is a necessity.