Universiti Kebangsaan Malaysia, Faculty of Social Science and Humanities, 43600 Bangi, Selangor, Malaysia
Online published on 2 February, 2019.
The objective of this article is to discuss the redefinition of training motivation into essential training motivation (ETM) and its effect on learning and job performance.
Data were collected from 281 academic staff in a large public university in Malaysia. Training motivation is highlighted as a booster to stimulate training effectiveness in organization however, the determination of training motivation was vague because it was referred as various terms.
This research used a quantitative approach and self-report survey; it also used prediction study because it is the most suitable design to achieve the research objective.
Findings show that training motivation can be redefined as ETM and can predict learning performance to a large effect and job performance to a medium effect. Hence, to differentiate between the valuable and the useless training, the level of ETM can be determined.
Human resource development researchers and practitioners are suggested to predict training effectiveness by determining the level of ETM.
Human resource development, employee training, training effectiveness, training motivation, Malaysia
