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Employee participation in non‐mandatory professional development – the role of core proactive motivation processes
Author(s) -
Sankey Kim S.,
Machin M. Anthony
Publication year - 2014
Publication title -
international journal of training and development
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.558
H-Index - 26
eISSN - 1468-2419
pISSN - 1360-3736
DOI - 10.1111/ijtd.12036
Subject(s) - psychology , salient , perspective (graphical) , core (optical fiber) , outcome (game theory) , social psychology , public relations , applied psychology , knowledge management , political science , computer science , telecommunications , mathematics , mathematical economics , artificial intelligence , law
With a focus on the self‐initiated efforts of employees, this study examined a model of core proactive motivation processes for participation in non‐mandatory professional development ( PD ) within a proactive motivation framework using the S elf‐ D etermination Theory perspective. A multi‐group SEM analysis conducted across 439 academic and general employees of an Australian regional University provided initial support for the model. Results indicated that when employees are autonomously motivated to participate in non‐mandatory PD , intrinsic benefits are the most salient aspiration that also mediate the influence of autonomous motivation on transfer implementation intentions. Extrinsic benefits are likely to be a secondary outcome which does not directly relate to transfer implementation intentions. Further research should replicate and extend this core model in other organizational settings where participation in non‐mandatory PD is a critical factor in the effectiveness of the organization.