Mediating role of employee motivation for training, commitment, retention, and performance in higher education institutions

Abstract

The motivation of the individuals working in higher education institutions has been a topic of great interest for managers and researchers for a long while. This study has been taken to estimate the importance of faculty development program (FDP) as perceived by a faculty member, the role of FDP on faculty motivation and faculty performance, exploring whether faculty motivation mediates the relationship between FDP and employee performance. To achieve the stated aim, data has been collected from 311 faculty members associated with government and private sector institutions of higher education in Uttarakhand State (India). Important factors that motivate faculty to participate in FDP and its influence on faculty motivation and performance were analyzed using factor analysis, regression analysis, and Sobel test to establish the relationship. The findings indicate that FDP has a positive effect on the teaching of faculty, enhances their skills, helps control their emotions, and strengthens their capacity to perform academic and administrative duties. Moreover, FDP enhances work motivation and, in turn, helps faculty in improving their performances. To strengthen faculty motivation, the emphasis must be put on improving faculty recognition and reputation, making work more challenging and exciting, providing better career advancement prospects, and focus more on appropriate salary and compensation benefits for faculty members.

The Influence of Competency and Training on Performance With Work Motivation as Intervening Variable

“…This opinion illustrates that, with organizational support in the form of training, nurses gain new knowledge and skills to encourage them to provide nursing care in current circumstances. Several previous studies have proven that training is a driving force for nurses to be better able to provide good nursing care (Chahar et al, 2021;Momanyi et al, 2016). Hence, it is presumed that the research hypothesis is true:…”

“…Training is needed to increase the individual competence of old and existing employees to master more in their field of work (Mathis & Jackson, 2016). Nurses need training as organizational support that functions to increase their competence and give them the ability to master their field of work and can change old habits in providing medical services into new habits that are more humanistic and have the spirit of excellent service (Biech, 2015), because the training will make nurses more motivated in carrying out their work providing nursing care to patients (Chahar et al, 2021;Momanyi et al, 2016), and the achievement of training effectiveness will be the basis for the nurse's ability to achieve increased performance (Ivelia, 2018;Ongori et al, 2019;Sendawula et al, 2018).…”

“…Referring to several previous studies, this is a causal relationship because work motivation is the basis for achieving performance (Adjei et al, 2016;Alimi et al, 2020). Even the role of work motivation can deliver higher competence in improving performance (Banin et al, 2020;Fahlevi, 2021;Parashakti et al, 2020) and able to intervene in the relationship between training and performance (Chahar et al, 2021;Guterresa et al, 2020).…”

“…Besides delays in returning patients, complaints about food delays and delays in information on the availability of inpatient rooms should not occur in 2020 or even increase in 2021 because training on nursing administration had been previously provided by management, as well as problems regarding the friendliness of nurses' hospitality services in serving patients did not occur or even increased in 2021 because previously communication training had been given so that nurses were able to communicate well with patients in their care. That is why training programs should be a source of motivation to carry out their role in the organization (Chahar et al, 2021;Momanyi et al, 2016), and practical training can improve nurse performance (Ivelia, 2018;Ongori et al, 2019;Sendawula et al, 2018).…”

“…These findings corroborate earlier research showing that competence significantly affects work motivation. (Chahar et al, 2021;Momanyi et al, 2016).…”