The fundamental role of social support in cultivating motivation to improve work through learning

Ng, Kueh Hua

doi:10.1108/ict-08-2016-0059

Cited by 9 publications

(8 citation statements)

References 34 publications

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“…Moreover, MTIWL addresses trainees actual motive to attend training with a set goal to improve their job performance (Holton and Baldwin, 2003;Alvelos et al, 2015). Trainees with a high degree of MTIWL engage in training to gain learning experiences and transfer to a job compared to those who possess a high degree of simple motivation (Holton, 2005;Ng, 2017).…”

Section: Motivation To Improve Work Through Learningmentioning

confidence: 99%

“…An e-mail containing the link to the online questionnaire was sent to the respondents after three months of their participation in training. A period of three months facilitates them to develop MTIWL (Ng, 2017).…”

Section: Design Sample and Proceduresmentioning

confidence: 99%

“…Still, there is a gap in understanding the link between training features and trainees’ motivation (Grohmann et al , 2014). In addition, prior studies conceptualized motivation in the context of training transfer as motivation to learn (MtL) and MtT, that is, two distinct constructs (Ng, 2017). Trainee intention to participate and retain training contents is referred to as MtL (Noe, 1986; Colquitt et al , 2000), whereas the choice to use learned competencies in the workplace is MtT (Holton et al , 2000; Chiaburu et al , 2010).…”

Section: Introductionmentioning

confidence: 99%

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Impact of training design on trainees' motivation: an empirical study

Yaqub

Singh

2021

ICT

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Purpose This study aims to advance understanding of the critical role of training variables (trainer performance, transfer design and an identical element) and motivation to improve work through learning (MTIWL) the least researched construct of motivation in human resource development (HRD). Design/methodology/approach A self-report online survey was conducted to collect responses from 280 managers working in different industries. Participants attended open skills training program organized by an in-house training institute in India. Findings The trainer performance and transfer design had a positive and significant impact on MTIWL. However, an identical element found no significant direct impact on MTIWL. Practical implications The trainer performance positively cultivates trainees’ MTIWL and training approaches according to trainees’ preferences improve MTIWL. The training content is needed to resemble with work assignment for enhancement of trainees MTIWL. Originality/value This study improved understanding of the impact of training variables on a comprehensive and practical aspect of trainees' motivation in HRD, MTIWL.

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Section: Motivation To Improve Work Through Learningmentioning

confidence: 99%

Section: Design Sample and Proceduresmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Impact of training design on trainees' motivation: an empirical study

Yaqub

Singh

2021

ICT

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“…In one of the studies, wherein perceived demographic similarity was triangulated with organizational outcomes like job satisfaction and organizational commitment, it was identified that CS largely mitigates their relationship; especially in the case of same-gender coworkers. The studies have exhibited empirical evidence in establishing that coworkers can aid organizational outcomes like enhanced work motivation (Ng, 2017), cooperation (Jehn and Shah, 1997; Gersick et al , 2000), triggered turnover contagion (Felps et al , 2009), mitigate relational dynamics, especially abusive supervision (Peng et al , 2014; Baer et al , 2018); and fostered diversity (Cox et al , 1991; Podsakoff et al , 2000; Hopkins and Hopkins, 2002), productivity (Manning et al , 2008) and trust (Crary, 1987).…”

Section: Research Background and Related Literaturementioning

confidence: 99%

Occupational stress among Generation-Y employees in the era of COVID-19: cases from universities in India

Said

Agarwal

Alzoubi

et al. 2023

ICT

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Purpose Several organizations decided to work remotely after the Indian Government proclaimed a state of emergency on March 24, 2020, to prevent the spread of COVID-19. Employees across all industries, particularly the Generation-Y, were stressed as a result of the COVID-19 outbreak. The purpose of this study is to fills that gap by looking at the effects of occupational stress factors (such as coworker support, work–life balance [WLB] and role expectation conflict) on Generation-Y employees in the educational sector during COVID-19. Design/methodology/approach The causes and consequences of the three occupational stresses listed above were investigated. In total, 231 surveys from workers at private and public educational institutions in India were analyzed using partial least square-structural equation modeling analysis. Findings The results revealed that support from coworkers greatly reduced job stress, the WLB had a positive impact on the work and personal lives, and the lack of role specification in Generation-Y employees had a negative impact on their job performance. Originality/value This study has considered the occupational stress variables among Generation-Y in the era of COVID-19, which need attention to improve the performance of the academic sector.

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“…Sendo assim, o suporte está no resultado da subtração entre as expectativas e os benefícios mútuos estabelecidos entre o trabalhador e a organização, que tem por consequência a motivação dos profissionais na busca constante de melhorias para o seu próprio desempenho nas atividades, quer seja através da aprendizagem ou capacitação profissional (Oliveira-Castro, Pilati, & Borges-Andrade, 1999;Chong, White, & Prybutok, 2001;Ng, 2017 Research, Society and Development, v. 10, n. 3, e27510313352, 2021 (CC BY 4.0) | ISSN 2525-3409 | DOI: http://dx.doi.org/10.33448/rsd-v10i3.13352 rotatividade, pois o sujeito diante da sua própria identificação das formas de reconhecimento, valorização, e apoio que a organização possui para com sua atuação, constrói uma crença positiva acerca da imagem da empresa, e consequentemente acaba não tendo interesse em mudar de organização (Islam, Ali & Ahmed, 2018).…”

Section: Introductionunclassified

Suporte organizacional, capital psicológico no trabalho e expectativa de futuro em trabalhadores brasileiros

Formiga

Freire

Azevedo

et al. 2021

RSD

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O estudo sobre as organizações e o trabalho tem sugerido novas perspectivas avaliativas referente ao desenvolvimento profissional e de estratégias na gestão de pessoas buscando compreender de forma mais especifica a relação trabalho-emprego-produtividade-saúde. Neste contexto busca-se entender o papel da organização quanto uma dimensão de proteção e segurança social e profissional; desta forma, este estudo tem como objetivo a verificação de um modelo teórico entre o suporte organizacional, capital psicológico positivo e expectativa de futuro. 214 trabalhadores, homens e mulheres, de 19 a 61 anos, de empresas públicas e privadas da cidade do João Pessoa – PB responderam a escala de percepção de suporte organizacional, capital psicológico positivo, expectativa de futuro e caracterização sociodemográfica. Observou-se que o modelo interdependente entre suporte organizacional, capital psicológico e expectativa de futuro, não foi significativo, sugerindo um modelo mediacional, no qual, percepção de suporte organizacional influencia a expectativa de futuro, com o capital psicológico positivo mediando essa relação. De forma geral, destaca-se a importância da organização no investimento emocional (através do capital psicológico) sobre a expectativa de futuro, pois, contribuiria tanto para um melhor funcionamento na vida social e pessoal do funcionário, quanto a possibilidade de uma agendo de educação emocional e funcional na organização.

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The fundamental role of social support in cultivating motivation to improve work through learning

Cited by 9 publications

References 34 publications

Impact of training design on trainees' motivation: an empirical study

Impact of training design on trainees' motivation: an empirical study

Occupational stress among Generation-Y employees in the era of COVID-19: cases from universities in India

Suporte organizacional, capital psicológico no trabalho e expectativa de futuro em trabalhadores brasileiros

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