Organizational Training Environment and Training Effectiveness: The Mediating Role of Motivation

Abstract

The study titled Organizational Training Environment and Training Effectiveness: The Mediating Role of Motivation investigates into the complex relationships that shape the effectiveness of training programs within organizational settings. Recognizing the essential role of the training environment, this research explores its impact on training outcomes, further nuanced by the mediating influence of training motivation. In alignment with established literature, the results affirm a positive relationship between the organizational training environment and training effectiveness. This research reinforces the fundamental significance of a supportive training context in optimizing training outcomes, grounding these principles in a contemporary organizational context. Moreover, the research identifies training motivation as a significant mediator in the association between the organizational training environment and training effectiveness. This research emphasize the centrality of trainees' motivation in shaping training outcomes, extends the understanding by delineating a specific mediation pathway within the organizational training environment. Methodologically, the application of Structural Equation Modeling (SEM) provides a robust statistical framework for scrutinizing the intricate relationships among the organizational training environment, training motivation, and training effectiveness, thereby contributing to the methodological rigor of the research. This study used quantitative approach. The primary data collected through structured questionnaire on the basis of 5 point scale from 420 bankers of 18 banks in Dhaka, Chottogram, Rajshashi and Khulna of Bangladesh based on simple random sampling. Collected data analyzed through demographic, descriptive and structural equation modeling by using SPSS 23 and SmartPLS 4. Reliability assessed through Cronbach’s alpha and Validity through AVE. x The study used SPSS 23 for descriptive statistics and SmartPLS 4 for hypothetical relationship among the variables in SEM Analysis. The study found reliability through Cronbach's alpha should be greater than 0.70. (Nunnally, 1978). All the items of study with a threshold value greater than 0.70 (Hair et al., 2019) that indicate reliability (Table 5.14). Validity measured on the basis of AVE and HTMT (Hair et al., 2010). Average Variance Extracted (AVE) with a threshold value of 0.50 should be used to identify convergent validity (Fornell & Larcker, 1981; Hair et al., 2019). All the AVE value of constructs more than .50 (Table 5.18) and that indicate study is valid. The HTMT analysis revealed that the HTMT ratios were all below the threshold of 0.85 (Table 5.19), indicating that these constructs exhibit discriminant validity (Henseler et al., 2015; Hair et al., 2019). Similarly, the HTMT ratios between training effectiveness and training motivation were also below the threshold, further confirming the distinctiveness of these constructs (Hair et al., 2019). I examined several key fit indices, including the Normative Fit Index (NFI), and Standardized Root Mean Square Residual (SRMR). These indices collectively provide insights into different aspects of model fit, including goodnessof- fit, parsimony, and approximation error (Hair et al., 2019; Kline, 2016). Collectively, the results of our model fit analysis indicate that the proposed research model aligns well with the observed data (Table 5.23). Path coefficients play a crucial role in structural equation modeling (SEM) as they quantify the strength and direction of the relationships between variables in a hypothesized model threshold value below .05 (Hair et al., 2019; Kline, 2016). The study found that all hypothesized relations are supported (Table 5.25 and 5.26) that indicates organization training environment has significant impact on training effectiveness with mediating role of motivation. The theoretical implications of this research shed light on the complicated relationships within organizational training, emphasizing the mediating role of Training Motivation in xi the connection between the training environment and effectiveness. This contributes to the existing theoretical framework by offering a good appreciative of how motivational factors influence the translation of a supportive training environment into tangible training outcomes. On a practical level, organizations can leverage these findings to enhance their training programs by fostering a conducive learning environment and understanding the important role of motivating trainees. Aligning training strategies with the identified mediation pathway may lead to more impactful and tailored interventions, ultimately optimizing the effectiveness of organizational training initiatives. This research provides a valuable bridge between theory and practice, offering actionable insights for organizations aiming to refine their training approaches and achieve tangible results.