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

IF 1.9 Q3 MANAGEMENT

INDUSTRIAL AND COMMERCIAL TRAINING Pub Date : 2021-12-22 DOI:10.1108/ict-05-2021-0038

Yasmin Yaqub, A. Singh

{"title":"Impact of training design on trainees' motivation: an empirical study","authors":"Yasmin Yaqub, A. Singh","doi":"10.1108/ict-05-2021-0038","DOIUrl":null,"url":null,"abstract":"\nPurpose\nThis 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).\n\n\nDesign/methodology/approach\nA 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.\n\n\nFindings\nThe trainer performance and transfer design had a positive and significant impact on MTIWL. However, an identical element found no significant direct impact on MTIWL.\n\n\nPractical implications\nThe 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.\n\n\nOriginality/value\nThis study improved understanding of the impact of training variables on a comprehensive and practical aspect of trainees' motivation in HRD, MTIWL.\n","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.9000,"publicationDate":"2021-12-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"3","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"INDUSTRIAL AND COMMERCIAL TRAINING","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1108/ict-05-2021-0038","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q3","JCRName":"MANAGEMENT","Score":null,"Total":0}

引用次数: 3

Abstract

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.

查看原文本刊更多论文

培训设计对学员动机影响的实证研究

目的本研究旨在加深对培训变量（培训师绩效、迁移设计和相同元素）和通过学习改进工作的动机（MTIWL）的关键作用的理解，MTIWL是人力资源开发中研究最少的动机结构。设计/方法/方法进行了一项自我报告的在线调查，收集了280名在不同行业工作的经理的回复。参与者参加了由印度一家内部培训机构组织的开放式技能培训项目。教练的表现和转移设计对MTIWL产生了积极而显著的影响。然而，相同的元素对MTIWL没有发现显著的直接影响。实际含义培训师的表现积极培养了受训者的MTIWL，根据受训者的偏好培训方法提高了MTIWL。培训内容需要与工作任务类似，以提高学员MTIWL。独创性/价值这项研究提高了对培训变量对学员在人力资源开发、MTIWL中动机的全面和实际方面的影响的理解。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文求助全文

来源期刊

INDUSTRIAL AND COMMERCIAL TRAINING MANAGEMENT-

CiteScore

3.10

自引率

7.10%

发文量

期刊介绍： ■Action learning-principles and practice ■Applications of new technology ■Careers management and counselling ■Computer-based training and interactive video ■Continuing management education ■Learning methods, styles and processes ■Managing change ■Marketing, sales and customer services ■New training and learning methods ■Quality circles, team-working and business games ■Recruitment and selection ■Specialist training-needs and methods ■Youth employment and training ■Topicality Too much training theory takes too long to read and may not have immediate practical advantages.