Exploring the influence of employee motivations on workplace learning effectiveness and subsequent job performance: A mixed methods study within the W department at X engineering

This study explores the influence of employee motivations on workplace learning effectiveness and subsequent job performance within the W Department at X Engineering. It integrates human resource development (HRD) theories with empirical research. Specifically, the study is grounded in self-determination theory (SDT), which provides a framework for understanding the motivational dynamics that influence workplace learning effectiveness and subsequent job performance in organizational settings. The study was conducted using an explanatory sequential mixed-methods design. It began with a quantitative survey of the W Department’s employees. This survey assessed the influence of intrinsic and extrinsic motivations, social and environmental factors, and basic psychological needs on workplace learning effectiveness and subsequent job performance. This was followed by qualitative interviews to enrich the quantitative data, offering insights on how these factors interact within the specific context of the W Department at X Engineering. Quantitative findings reveal that the social and environmental factors, the organization development (OD) interventions in this study, is the primary influencer for both workplace learning effectiveness and subsequent job performance, with intrinsic motivation also showing significant impacts. This element is essential for fostering a supportive learning environment and promoting active engagement in professional growth. The qualitative insights emphasize that while intrinsic motivation deeply resonates with individual employees, enhancing their engagement and satisfaction, the social and environmental factors also plays a crucial role in influencing their learning experiences and job performance. Basic psychological needs, particularly the autonomy, is highlighted as central in the qualitative descriptions, although it does not show significance in the quantitative analysis. The implication of this study suggests the need for HRD practices that not only foster motivation but also create environments that support the thorough development of employees. It also provides additional empirical understanding of how motivational factors can be strategically aligned with HRD programs to improve workplace learning effectiveness and subsequent job performance. This alignment could enhance organizational efficiency and employee satisfaction. Moreover, future studies could benefit from exploring these motivational factors across different organizational settings to understand their long-term effects and potential applicability more broadly. Considering the limitations such as the homogeneity of the sample and its focus on a single department, expanding research efforts could enhance the generalizability of these findings within HRD practice.

Name thesis:degree_name

Ed.D.

Level thesis:degree_level

Dissertation

Discipline thesis:degree_discipline

Educ Policy, Orgzn & Leadrshp

Grantor

University of Illinois Urbana-Champaign

Year dc:date

2025

Author dc:creator

• Cheng, Kuang-Pu

Contributors dc:contributor

• Huang, WenHao David
• Oh, Eunjung Grace
• Kang, Hyun-Sook
• Hrubec, Debbie

• workplace learning
• human resource development
• intrinsic motivation
• extrinsic motivation
• social and environmental factors
• basic psychological needs
• organization development

Statement dc:rights

• Copyright 2025 Kuang-Pu Cheng

Language dc:language

en, eng

Handle dc:identifier

https://hdl.handle.net/2142/129369

OAI record oai:identifier

https://www.ideals.illinois.edu/oai-pmh?verb=GetRecord&metadataPrefix=etdms&identifier=oai%3Awww.ideals.illinois.edu%3A2142%2F129369