Personality attitudes affecting employee learning and development: Prerequisites of behaviour leading to learning and development

Abstract

Purpose: This study aims to reveal current approach and reactions of employees towards learning and development in organisations and to specify variants of behaviour as factors affecting employee development. Methodology/Approach: The paper is based on evaluation of quantitative research. The sample contains 211 employees from organisations across sectors. Bivariate and multivariate statistical methods and analyses were used to lower the number of possible single approaches and practices. Findings: Results identified and verified variants of employee reactions on organisational learning and development process and its impact on performance using quantitative data. Researched areas of employee behaviour variability are motivation, affect and performance. Outcomes show the main ways which are used by employees in order to pass the learning and development process. Research Limitation/implication: The results may be used in practice to manage employee behaviour in order to grow constantly and use their potential talents and leaders. Besides this study there are several promising avenues for further research, i.e. The impact of within-person motivation on life-long development and the longer term impacts of learning in organisations. Originality/Value of paper: This paper identyfies and describes variability of emoployee within-person behaviour during learning and development process. Employees react in five different directions (positive, negative or neutral as resignation). The impact on organisation is either positive or none.