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Table 2 Rotated factor loadings of the FITT questionnaire items

From: Development and validation of a questionnaire to evaluate the factors influencing training transfer among nursing professionals

Item Factor Loadings Variance explained
Factor 1: managerial support   46.973%
36. After the training, my supervisor gives me opportunity to use what I learned in the training. .880  
38. My supervisor meets with me to work on problems I have in trying to use my training. .879  
37.After the training, my supervisor gives me resources for applying what I learned in the training. .872  
40. My supervisor rewards or punishes me based on my use of what I learned in the training. .846  
35. My supervisor encourages me to use what I learned in the training effectively. .800  
34. After the training, my supervisor sets a realistic goal for job performance based on my training. .748  
39. My supervisor supervises my use of the training in the process of applying what I learned in the training. .735  
33. After the training, my supervisor meets with me to discuss ways to apply the training on the job effectively. .712  
41. My organization set goals for me to apply my training on the job before the training. .694  
46. My organization gives me resources for applying what I learned in the training. .688  
45. After the training, my organization gives me opportunity to use what I learned in the training. .684  
48. My organization provides opportunity for me to update my training in the process of applying what I learned in the training. .664  
23. If I successfully use the training in the workplace, I will get affirmation and reward. .655  
47. The related departments give me support and coordinate with me in the process of applying what I learned in the training. .627  
28. When I try to use the training in the workplace, my colleagues trust me. .510  
22. If I successfully use the training in the workplace, I will get higher performance. .483  
43. My organization rewards or punishes me based on my use of what I learned in the training. .470  
26.My colleagues show interest in what I learned in the training. .464  
27.My colleagues encourage me to use the knowledge and skills I have learned in the training. .463  
29. The collaboration among my colleagues is satisfactory when I apply the training. .403  
Factor 2: hindrances in the organization   7.149%
31. If I try to use the training, my colleagues give me cynicism. .755  
61. In my organization, my profession is not recognized. .744  
62. In my organization, my professional development is limited, which makes me hard to use what I learned in training. .737  
32. When I try to use the training, my colleagues persuade my supervisor not to support my use of the training. .716  
30. My colleagues have a strong aversion to the use of what I learned in the training. .707  
63. It is hard for me to combine my career planning with training due to the limited professional development. .627  
Factor 3: validity of training program   5.968%
6. The interactive atmosphere in the training could help me grasp the training content. .872  
5. The training method was versatile and flexible, which helped me improve my learning efficiency. .860  
7. The training method was practice-oriented, which helped me apply my learning on the job easily. .848  
8. The training was trainee-centered, which facilitated my grasp of the training content. .790  
4. The training will help me resolve the substantive matters in the workplace. .752  
9. The trainer gave me evaluation and feedback about my learning after the training. .731  
3. The training focused on the problems to be resolved in the workplace. .716  
2. The training helps me improve my work capability. .660  
1. The training matches my work requirements. .640  
10. Prior to the training, I was clear about the purpose and request of the training. .488  
Factor 4: organizational and personal facilitators   4.586%
53. There is an active and enterprising spirit in my organization and the pursuit of knowledge is highly valued. .870  
52. People in my organization are positive and hope to improve themselves. .865  
55. In my organization my colleagues are willing to share their knowledge and experiences, collaborate and grow in the work together. .836  
54. In my organization, colleagues are willing to share what they have learned in the training. .831  
59. There is an atmosphere of support and acceptance in my organization. .814  
58. When people encounter frustrations in the process of applying what they learned in training, my colleagues positively support them instead of counteracting their efforts. .760  
60. People in my organization show tolerance for colleagues who made mistakes in the process of applying what they learned in training. .707  
51. I feel confident that I can use what I learned in training effectively and resolve the problem. .706  
56. My organization is open to change and advocates creativity. .692  
49. I am confident in my ability to use what I learned in training if I try hard enough. .657  
50. I am sure I can overcome obstacles on the job that hinder my use of what I learned in training. .651  
Factor 5: personal attitude toward training transfer   3.554%
15. I believe the training should be shared and applied in the organization. .615  
14. The purpose of my attendance of the training is to resolve the problem in the workplace with the use of my training. .562  
17. I have a duty to use the training in the workplace effectively after the training. .555  
16. The application of the training is good for my personal development. .549  
12. I learned actively in the training because I treasure this training opportunity. .452  
18. Effective use of the training meets the requirement of the development of my organization. .413