Attitudinal and motivational antecedents of participation in voluntary employee development activities.

Abstract

This study investigated factors influencing ongoing participation in employee development activities. A multiple-indicator structural equation model building on the theory of planned behavior and prior employee development literature was tested with a survey across 4 organizations on 2 occasions. The model uses reactions to past participation and past supportiveness of the social and organizational environment as indirect antecedents of participation, filtered through their impact on attitudes and behavioral intentions toward future participation. Learning goal orientation also influenced attitudes toward participation. Whereas personal control over participation and higher levels of voluntariness were negatively related to participation, intentions to participate and availability of opportunities arose as strong predictors of higher participation rates. Many significant hypothesized paths were found, and 85% of the variance in participation was explained by the model variables. Increasing employee awareness of opportunities and managing positive attitudes toward those opportunities are recommended as key factors for increasing participation rates.

Determinants of Organisational Commitment Among Generation -Y in the Malaysian SMEs

“…12; Training is also found to contribute to the organisational commitment of Generation -Y. This finding is supported by Hurtz & Williams (2009), Kraimer et al, (2011), Kim (2012. The availability of continuous training, motivation to learn, training environment and the potential benefits of training are all considered to be significantly relevant to improve organisational commitment among Gen-Ys.…”

Work-life balance policy and practice: Understanding line manager attitudes and behaviors

“…The model not only specifies the role of several variables in predicting line manager intentions to engage in specific behaviors but also can assist in understanding how work-life balance initiatives can lead to better outcomes for employees. The value of the TPB in understanding and predicting behavior in organizations is well recognized in the management literature (Hurtz & Williams, 2009;Jimmieson, Peach, & White, 2008;McCarthy & Garavan, 2006). In terms of line managers and WLB in particular, the TPB provides a theoretical framework to identify the factors which affect line manager work-life balance management intentions and behaviors.…”

A Model of Participation in a Water Rehabilitation Project of a Local Government Unit in the Philippines

“…While there is a growing concern for participation in development projects, previous studies support that involving the stakeholders does not happen in a vacuum. Factors such as demographic profile [13], [14]; media exposure [15]; quality of community members' life [16]; environmental values [17] and attitudes and motivation towards participation [18]. [19], on the other hand, found two variables that influence participation: -ownership variables‖ (personal interest and knowledge on the issue) and -ownership variables‖ (environmental strategies and belief in one's ability to succeed).…”