Keywords

employee development, career development, lifelong learning, implicit theory, outcome expectations

Abstract

Understanding and promoting lifelong learning in employees is important for employees' future marketability (Robinson & Rousseau, 1994) and for creating learning organizations (Senge, 1990). To further this understanding, components of a model of the motivation to engage in continuous employee development (Garofano & Salas, 2005) were tested. New scales were created for work-related implicit theory and outcome expectations and the validity of these scales and these variables in the model were investigated. Alternate models were also contrasted with the Garofano and Salas model (2005). The study used self-report surveys administered to staff and faculty recruited from training classes in higher learning institutions in a three month longitudinal investigation. The results suggest that work-related implicit theory is a valid contributor in this model but that modifications to the model may be beneficial, including a more complex central motivational component. Implications of these results for organizational practice are discussed along with study limitations and future research implications

Notes

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Graduation Date

2006

Semester

Summer

Advisor

Salas, Eduardo

Degree

Doctor of Philosophy (Ph.D.)

College

College of Sciences

Department

Psychology

Degree Program

Psychology

Format

application/pdf

Identifier

CFE0001224

URL

http://purl.fcla.edu/fcla/etd/CFE0001224

Language

English

Length of Campus-only Access

None

Access Status

Doctoral Dissertation (Open Access)

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Included in

Psychology Commons

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