Redefining training motivation: Determining the booster effect of training motivation on training effectiveness using the Malaysian sample

Research output: Contribution to journalArticle

Abstract

Objective: The objective of this article is to discuss the redefinition of training motivation into essential training motivation (ETM) and its effect on learning and job performance. Analysis: Data were collected from 281 academic staff in a large public university in Malaysia. Training motivation is highlighted as a booster to stimulate training effectiveness in organization however, the determination of training motivation was vague because it was referred as various terms. Method: This research used a quantitative approach and self-report survey; it also used prediction study because it is the most suitable design to achieve the research objective. Findings: Findings show that training motivation can be redefined as ETM and can predict learning performance to a large effect and job performance to a medium effect. Hence, to differentiate between the valuable and the useless training, the level of ETM can be determined. Result: Human resource development researchers and practitioners are suggested to predict training effectiveness by determining the level of ETM.

Original languageEnglish
Pages (from-to)2642-2646
Number of pages5
JournalIndian Journal of Public Health Research and Development
Volume9
Issue number12
DOIs
Publication statusPublished - 1 Dec 2018

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Motivation
Learning
Staff Development
Malaysia
Research
Self Report
Research Personnel

Keywords

  • Employee training
  • Human resource development
  • Malaysia
  • Training effectiveness
  • Training motivation

ASJC Scopus subject areas

  • Public Health, Environmental and Occupational Health

Cite this

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abstract = "Objective: The objective of this article is to discuss the redefinition of training motivation into essential training motivation (ETM) and its effect on learning and job performance. Analysis: Data were collected from 281 academic staff in a large public university in Malaysia. Training motivation is highlighted as a booster to stimulate training effectiveness in organization however, the determination of training motivation was vague because it was referred as various terms. Method: This research used a quantitative approach and self-report survey; it also used prediction study because it is the most suitable design to achieve the research objective. Findings: Findings show that training motivation can be redefined as ETM and can predict learning performance to a large effect and job performance to a medium effect. Hence, to differentiate between the valuable and the useless training, the level of ETM can be determined. Result: Human resource development researchers and practitioners are suggested to predict training effectiveness by determining the level of ETM.",
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