Examination of the relationship between training and development activities and motivation levels of healthcare personnel working in a public hospital

Today, the rapid changes and transformations occurring in social, economic, and technological fields necessitate many innovations. Therefore, organizations provide their employees with planned and systematic training and development activities to adapt to the requirements of the era. These training and development programs, carried out to respond to the professional needs of employees, have strategic importance in terms of both individual development and the institutional success of the organization. In this context, organizations should prioritize training and development processes aimed at improving the qualifications of human resources. On the other hand, the presence of highly motivated employees is considered a determining factor in increasing the efficiency and effectiveness of organizations. This study examined the effect of training and development activities carried out within the scope of human resources on employee motivation. The survey method was used in the study. The survey was formed using the "Human Resources Management Training Function Scale" and the "Motivation Scale." This survey was applied to a total of 250 healthcare personnel working in a public hospital. The data obtained through the survey were analyzed using the IBM SPSS Statistics 21 program. In the study, validity and reliability tests were conducted first. As a result of confirmatory factor analyses, six factors were found in the Human Resources Management Training Function Scale, while three factors were found in the Motivation Scale. Then, in the analysis conducted to determine reliability, the Cronbach's Alpha value was found to be 0.898 for the Human Resources Training Function Scale and 0.962 for the Motivation Scale, indicating a high level. The hypotheses of the study were tested using Correlation Analysis, and a significant and positive relationship was found between employees' perceptions of training and development activities and their motivation. In order to express this significant relationship in percentage terms, regression analyses were conducted, and regression models were created. The hypotheses related to participants' demographic and individual characteristics were examined using comparative statistical methods, namely the T-Test and One-Way Analysis of Variance (ANOVA), to reveal differences between variables in detail. As a result of the statistical analyses, it was determined that healthcare personnel working in a public hospital did not show significant differences in terms of their individual characteristics.