Motivation and career-development training programs: use of regulatory focus to determine program effectiveness

• Peter John Anthony ^[1] ; Jeffrey Weide ^[2]
  1. [1] College of Business and Technology

     College of Business and Technology

     Estados Unidos

     
  2. [2] College of Business and Technology alumni, Walden University, USA
• Localización: Higher learning research communications: HLRC, ISSN-e 2157-6254, Vol. 5, Nº. 2, 2015, págs. 24-33
• Idioma: inglés
• DOI: 10.18870/hlrc.v5i2.214
• Enlaces
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• Resumen

  • The purpose of this study was to focus on the relationship between career-development training programs and the motivation of employees. The study used a qualitative method and a phenomenological design using semistructured interviews conducted with a script of open-ended questions. Two main components of the research design were the modified van Kaam method for exploration of experiences and the purposive selection of the participants. The 20 participants in the sample were project managers and consultants from south-central Texas, all of whom had experience with governmental projects. Based on interview responses, the findings of this study highlighted a concern from the participants that training programs have a major influence on workplace productivity and morale. Furthermore, the findings suggest the training program’s quality may influence workplace productivity. The authors conclude by pointing out the analysis of the answers showed that not only does workplace productivity decline from the changes in a training program, but employee motivation is altered as well.

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