The Relationship between Learning and Employee Motivation: A Review of the Literature

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As an adjunct professor and organizational leader, I appreciate the importance of learning in the workplace. In fact, my personal experience has led me to believe that learning is beneficial for individual employees and organizations as a whole.

Research has shown that learning positively affects employee motivation (Cerasoli, Nicklin, & Ford, 2014). When employees are given opportunities to learn and develop new skills, they are more likely to feel motivated and engaged in their work. In fact, a study by Wang and Noe (2010) found that employees who received training and development opportunities had higher levels of job satisfaction and organizational commitment.

Learning can also lead to increased creativity and innovation in the workplace (Gagne & Deci, 2005). When employees are encouraged to learn and explore new ideas, they are more likely to develop innovative solutions to organizational problems.

However, it is important to note that the type of learning and how it is delivered can impact its effectiveness. For example, research has shown that self-directed learning is more effective than traditional training methods (Gegenfurtner & Ebner, 2019). Additionally, providing employees with on-the-job learning and mentoring opportunities can be more effective than formal training programs (Ellis & Davidi, 2005).

In conclusion, learning is crucial to employee motivation and organizational success. By providing employees with opportunities to learn and grow, organizations can increase employee engagement, job satisfaction, and innovation.

References:

Cerasoli, C. P., Nicklin, J. M., & Ford, M. T. (2014). Intrinsic motivation and extrinsic incentives jointly predict performance: A 40-year meta-analysis. Psychological Bulletin, 140(4), 980-1008.

Ellis, S., & Davidi, I. (2005). After event reviews: Drawing lessons from successful and failed experience. Journal of Applied Psychology, 90(5), 857-871.

Gagne, M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331-362.

Gegenfurtner, A., & Ebner, M. (2019). Learning and teaching with mobile devices: A meta-analysis. Educational Research Review, 27, 75-85.

Wang, Y., & Noe, R. A. (2010). Knowledge sharing: A review and directions for future research. Human Resource Management Review, 20(2), 115-131.

Dr. James D. Washington

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