Sankey, Kim S. and Machin, M. Anthony (2010) The role of climate for transfer of training and intrinsic benefits in explaining employees' motivation to attend voluntary professional development activities. In: 27th International Congress of Applied Psychology, 11-16 Jul 2010, Melbourne, Australia.
PDF (Published Version - Abstract)
Attendance at organisationally provided internal training and development activities (T&D), is often non-mandatory and therefore, to some degree, contingent on employees’ motivation to attend. Organisational climate for the transfer of training (transfer climate) includes work
environment factors that influence the use of skills and knowledge gained during training when back in the workplace. We expected that transfer climate would be a strong determinant of employees’ intention to participate in training activities. Based on Self-Determination Theory
(SDT) which describes motivation on a selfdetermination
continuum involving various degrees of controlled (external) and autonomous (more intrinsic) motivation, we
predicted that both transfer climate and perceived intrinsic benefits from attendance at T&D would be linked to more autonomous motivation to attend. This research also
investigated the influence of different components of transfer climate factors and perceptions of intrinsic benefits on four types of motivation (amotivation, external regulation, identified regulation, and intrinsic motivation) to attend non-mandatory T&D activities. Academic and general staff employees of a regional
Australian university completed a self-report Professional Development Survey developed for the study (n = 456). Multivariate analysis using Structural Equation Modeling was used to test the influence of transfer climate factors and intrinsic benefits on four types of motivation.
Results showed that transfer climate factors differentially influenced the four types of motivation. Intrinsic benefits was a strong positive predictor of more autonomous types of motivation and a strong negative predictor of more controlled motivation and amotivation.
Analysis of mediational models also showed that the relationship between transfer climate factors and type of motivation was partially mediated by intrinsic benefits. Employers should focus on strategies that generate more
autonomous motivation to attend nonmandatory T&D among employees. These strategies should include promoting a positive transfer climate using positive reinforcement of
the intrinsic benefits of T&D.
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|Item Type:||Conference or Workshop Item (Commonwealth Reporting Category E) (Speech)|
|Publisher:||Australian Psychological Society|
|Item Status:||Live Archive|
|Additional Information (displayed to public):||Speech presentation - only abstracts published in conference proceedings, as supplied here.|
|Depositing User:||Mrs Melissa Jarick|
|Faculty / Department / School:||Historic - Faculty of Sciences - Department of Psychology|
|Date Deposited:||25 Aug 2010 23:52|
|Last Modified:||30 Sep 2014 01:59|
|Uncontrolled Keywords:||organisational training and development, motivation, organisational climate, transfer climate, self determination theory|
|Fields of Research (FoR):||17 Psychology and Cognitive Sciences > 1701 Psychology > 170107 Industrial and Organisational Psychology|
|Socio-Economic Objective (SEO):||E Expanding Knowledge > 97 Expanding Knowledge > 970117 Expanding Knowledge in Psychology and Cognitive Sciences|
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