La motivation à la formation comme construit multidimensionnel: le role des objectifs personnels

Motivation to learn has been found to be an important factor impacting training effectiveness. Its conceptual base has been an expectancy theory framework and it has been operationalized as a unidimensional construct. This research proposes that the motivation to learn can also be a more complex, multidimensional construct arising from the personal goals that each trainee wants to achieve from training. A factor analysis of a training survey of 545 employees from six organizations found support for three kinds of personal goals : (a) improve one’s professional knowledge, (b) apply new skills to increase job performance, and (c) improve one’s status in the organization. Support was also found that personality factors such as proactivity, need for dominance, training outcome expectations, desired job characteristics, and job involvement were related to the three motivation to learn goals. The discussion focuses on the benefits of the multidimensional motivation to learn and the need for research on the impact of these personal goals on learning outcomes.