Original article Personality determinants of motivation to undertake vocational training

Godlewska-Werner, Dorota; Celińska-Nieckarz, Sylwia; Nieckarz, Zdzisław; Lipowski, Mariusz

doi:10.5114/cipp.2014.43100

Cited by 3 publications

(10 citation statements)

References 20 publications

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“…Consumerism at work manifests in concentrating on a continuous search for new experiences and collecting experiences related to work as well as gathering props from those experiences in a professional setting (cf. Godlewska-Werner et al, 2014 ). It results from intergeneration research that with consolidation of the culture of consumption, the approach of employees to work and the type of objectives valued by them, as well as the working conditions change.…”

Section: Introductionmentioning

confidence: 99%

Consumerism at work and its relationship to employees’ personal goals, self-concept clarity, well-being and growth mindset

Godlewska-Werner¹,

Mąkinia²,

Zawadzka³

et al. 2020

Health Psychology Report

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BackgroundConsumerism at work is a new concept. It is linked to materialism and consumption experience, which is why its relations with people’s well-being, self-concept clarity, life aspirations and growth mindset are not obvious. The phenomenon can be manifested as obtaining documents confirming acquired qualifications and profes-sional experience by frequent changes of workplace not motivated by a real need, but rather a desire of collect-ing. Consumerism at work consists of three dimensions: external attestation of competence, orientation to-wards self-improvement and exploratory orientation, which are related to extrinsic motivation. It is a phenomenon observed contemporarily and may be attributable to changes in the labor market.Participants and procedureThe aim of the article is to explore consumerism at work and to examine the relationship between the phenom-enon, employees’ personal goals, self-concept clarity, well-being and growth mindset. For that purpose, two studies were conducted among employees using a paper-pencil survey. There were 206 participants in the first study and 91 in the second one. In the new method, the Consumerism at Work Scale, the Aspirations Index, the Self-Concept Clarity Scale, the Growth Mindset Questionnaire and Ultra-Short Scales for measuring subjective well-being were used.ResultsThe study results show that consumerism at work is negatively related to self-concept clarity and positively re-lated to extrinsic goals. Nonetheless, there are no relations between consumerism at work, well-being and a growth mindset.ConclusionsIt can be concluded that consumerism at work is a negative phenomenon in the context of employee’s self-concept clarity, and that it is associated with materialistic goals, while it is not related to growth mindset and well-being.

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Section: Introductionmentioning

confidence: 99%

Consumerism at work and its relationship to employees’ personal goals, self-concept clarity, well-being and growth mindset

Godlewska-Werner¹,

Mąkinia²,

Zawadzka³

et al. 2020

Health Psychology Report

View full text Add to dashboard Cite

show abstract

“…This variable was previously rarely included in studies. Moreover, few findings demonstrated links between openness to experience and training motivation (Rowold, 2007; Godlewska-Werner et al, 2014) or training performance (Lievens et al, 2003), while others did not show any such relationships (Naquin and Holton, 2002). This study confirms that openness to experience is important to the training initiation process.…”

Section: Discussionmentioning

confidence: 98%

“…There is some evidence showing that individual differences, such as proactive personality or self-efficacy, play important roles in training motivation (Warr and Birdi, 1998; Tracey et al, 2001; Major et al, 2006; Bertolino et al, 2011). Although personality has been examined as related to training motivation (Godlewska-Werner et al, 2014), knowledge about these relationships is still insufficient. Studies concerning personality traits described by the widely acknowledged five factor model (McCrae and Costa, 1999) are rare and do not offer a definitive answer, although this issue is important both theoretically and practically.…”

Section: Introductionmentioning

confidence: 99%

“…Embedding the research on training motivation within a broader theoretical context would allow a broader interpretation of the research results. A model of the goal realization process could serve this purpose and has already been successfully used in other studies (Brandstätter et al, 2003; Godlewska-Werner et al, 2014; Łaguna et al, 2015a,b; Mielniczuk and Laguna, in press). …”

Section: Introductionmentioning

confidence: 99%

“…In other studies, conscientiousness was found to be correlated with training motivation (Morrell and Korsgaard, 2011) and training outcomes (Vasilopoulos et al, 2007), but it was not a significant predictor of actually engaging in training (Hurtz and Williams, 2009). Openness to change was positively related with intention to participate in training and with planning to undertake training (Godlewska-Werner et al, 2014). Conscientiousness was the only one of the five personality dimensions that was taken into account in the meta-analysis of training motivation determinants (Colquitt et al, 2000).…”

Section: Introductionmentioning

confidence: 99%

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Personality Traits and Training Initiation Process: Intention, Planning, and Action Initiation

Łaguna

Purc

2016

Front. Psychol.

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The article aims at investigating the role of personality traits in relation to training initiation. Training initiation is conceptualized as a goal realization process, and explained using goal theories. There are three stages of the process analyzed: intention to undertake training, plan formulation, and actual training undertaking. Two studies tested the relationships between five personality traits, defined according to the five factor model, and the stages of the goal realization process. In Study 1, which explains training intention and training plans’ formulation, 155 employees participated. In Study 2, which was time-lagged with two measurement points, and which explains intention, plans, and training actions undertaken, the data from 176 employees was collected at 3 month intervals. The results of these studies show that personality traits, mainly openness to experience, predict the training initiation process to some degree: intention, plans, and actual action initiation. The findings allow us to provide recommendations for practitioners responsible for human resource development. The assessment of openness to experience in employees helps predict their motivation to participate in training activities. To increase training motivation it is vital to strengthen intentions to undertake training, and to encourage training action planning.

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Daily state of motivation as the effect of appreciation in a diary study

Seitl,

Manuoglu,

Hrbáčková

2024

Current Issues in Personality Psychology

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BackgroundGrounded in self-determination theory, the present study aimed to investigate whether daily changes in employee motiva-tion depend on whether employees receive appreciation from various sources at work, using a 7-day diary design. Beyond general knowledge about the effects of appreciation as an important source of motivation, there is still a lack of knowledge about the intrapersonal effect of appreciation on different types of regulation/motivation in terms of self-determination the-ory over time.Participants and procedureThe sample consisted of 104 employees in full-time employment. More than half were women (72%) and the mean age was 43.25 years (SD = 10.53). They completed trait-level measures and then daily records, in which they reported their motiva-tion and whether they received appreciation. Sources of appreciation were leaders, followers, and clients.ResultsMultilevel random coefficient modeling showed that employees reported higher levels of motivation on days when they received appreciation from different sources, independent of gender, trait-level motivation, and the Big Five. Furthermore, introjected regulation moderated the positive association between daily motivation and daily appreciation by the client, and appreciation did not have a lagged effect for subsequent days.ConclusionsThe current study has both practical and theoretical implications. The results show that employee motivation can be sup-ported through simple but effective steps through appreciation regardless of the source, although appreciation may be more important for employees with introjected regulation than for others.

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Original article Personality determinants of motivation to undertake vocational training

Cited by 3 publications

References 20 publications

Consumerism at work and its relationship to employees’ personal goals, self-concept clarity, well-being and growth mindset

Consumerism at work and its relationship to employees’ personal goals, self-concept clarity, well-being and growth mindset

Personality Traits and Training Initiation Process: Intention, Planning, and Action Initiation

Daily state of motivation as the effect of appreciation in a diary study

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