Impact of job satisfaction on training motivation

Abstract

This study aims to introduce new insights regarding factors influencing employees’ level of training motivation through investigating the impact of job satisfaction dimensions (pay, fringe benefits, contingent rewards, promotion, supervision, co-workers, operating conditions, nature of work and communication) on training motivation.Data were collected from 342 participants from six Jordanian ministries. The multiple regression technique was utilized to examine the predictive power of job satisfaction dimensions on training motivation. At the next stage, three sequential MR analysis rounds were conducted, each time using a different construct of training motivation (valence, instrumentality and expectancy) as a dependent variable.The results indicate that the dimensions of job satisfaction explain a low but significant variance of the overall training motivation model. Furthermore, it was found that only three dimensions of job satisfaction (nature of work, supervision and co-workers) respectively had a positive and significant impact on training motivation, while contingent rewards had a significant but negative impact.Regarding training motivation constructs, results indicate that the nature of work and supervision were the elements that have an impact on all constructs of training motivation. Finally, it was found that co-workers and contingent rewards had a significant impact on the training motivation constructs of expectancy (confidence in ability to learn) and valence (the perceived value of training outcomes), but no impact on instrumentality (rewards associated with learning).

The Impact of Employee Commitment and Satisfaction on Training Effectiveness

“…It describes employee perceptions of whether their desires are being met in the workplace. In the context of the organization, employee satisfaction is the term used to describe whether employees are happy and fulfilling their desires and needs at work (Ensour, Zeglat, & Shrafat, 2018). Collins (2020) exerted that they are a broad range of factors that can determine the level of satisfaction that the employees experience.…”

Метакогнитивная Детерминация Удовлетворенности Работой В Профессиях Информационного Типа

“…Таким образом, повышение удовлетворенности работой может быть важным и для эффективности труда -индивидуальной и организации в целом, а также для профессионального развития ее сотрудников. Например, различные аспекты удовлетворенности работой могут оказывать существенное влияние на мотивацию обучения сотрудников (Ensour et al, 2018), а значит, возможно, на мотивацию развития метакогнитивных навыков. Тем самым метакогнитивная детерминация удовлетворенности работой как бы закольцовывается, возвращаясь к потенциально возможной «обратной» детерминации метакогнитивного развития, которую предстоит еще проверить.…”

“…(см. Ensour, Zeglat, & Shrafat, 2018;Wijngaards et al, 2021). В свою очередь, метапознание является важным фактором в организационных аспектах групповой работы (Splichal, Oshima, & Oshima, 2018), поэтому в принципе может быть связано с общей удовлетворенностью работой, неявно включающей оценку взаимодействий в организации.…”

Job satisfaction among SMEs employees in Fibres & Textiles of the CEE countries

“…In the literature on the subject one can find many models of shaping job satisfaction (Jeremiah, Rust & Martin, 2019;Wijaya, 2019;Ensour, W., Zeglat, D. & Shrafat, F., 2018;Zahed, А., and Ardabili, F. S. (2017). Most of them have a character of attribute models in which sets of factors affecting job satisfaction are presented, including attitude towards future employer attractiveness (Babikova & Bucek, 2019).…”