Investing in Employee Development: Exploring its Impact on Motivation, Attitude, Job Satisfaction and Well-Being

As the nature of the workforce continues to evolve, employees are increasingly prioritizing opportunities for both personal and professional growth. This shift in expectations highlights the growing importance of development initiatives within organizations. Employee development is no longer viewed merely as an added benefit but as a fundamental aspect of a fulfilling work environment. Investing in such initiatives fosters a more engaged and motivated workforce, ultimately leading to higher job satisfaction and contributing to the overall success of the company. This study, conducted during a Master’s internship in collaboration with the organization, examines the impact of employee development investments. It explores the intricate relationships between several key variables, including Perceived Investments in Employee Development (PIED), Motivation at Work (MAWS), Attitude Towards Training and Development, Job Satisfaction (MOAQ-JSS), and Workplace Well-Being (EWWB). Specifically, the research aims to examine whether employees exhibit higher levels of motivation and job satisfaction when organizations actively invest in their development. By assessing these relationships, the study seeks to provide valuable insights into the impact of development initiatives on employee engagement and overall workplace satisfaction. To achieve this a quantitative approach was employed, using a structured online questionnaire distributed exclusively to employees within the organization. A total of 155 responses had been collected whereas only 110 responses had been seen as valid. The survey was built on Qualtrics and afterwards analysed using the partial least squares structural equation modeling method (PLS-SEM), to examine whether there exists a correlation and test the proposed hypotheses. The goal of this study is to present the findings to the organisation as a practical framework, demonstrating the importance and necessity of investments in employee development. Key results of this study are that investment in employee development has a positive impact on motivation at work and positively influences well-being in the workplace and job satisfaction. In addition, a positive correlation can be established between investment in employee development and employees' attitudes towards training and development. All these valuable findings on whether targeted investment in employee development can increase employee satisfaction and well-being at work are valuable information for organizations. Finally, specific recommendations for the organisation and potential limitations are also discussed.