Date of Conferral
To stay current on technology trends, trainers are tasked with providing cost-effective training to meet the needs of the organization. It is not known if to develop employee self-efficacy, organizational trainers should consider making changes to their programs in accordance with (a) generational needs of employees, (b) methodology of training, and (c) position levels of employees in an organization. The purpose of this quantitative cross-sectional correlational study was to determine whether there is a correlation between organizational training professionals’ intent to make changes to training programs and if self-efficacy development is considered in generationally different individuals at different position levels within an organization. A pre-tested validated survey questionnaire was used to collect data from 146 corporate trainers based on non-probability purposive sampling. Regression analysis results R = .373; R2 = .139; adjusted R = .017, and, p = .322 would indicate low predictors of answers for the participants. Pearson correlational coefficients .204, to moderate .522, indicated organizational trainers are not consistently making changes to programs based on independent variables: methodology of training and the position levels of employees. The more predictive .405 to a high .604 results of organizational training professionals’ intent to make changes to meet the generational needs of employees, could be explained through more in-depth literature and analysis of the topic by participants. The results of organizational training professionals’ intent to make changes would support more productive training programs, which create higher levels of self-efficacy development in employees while reducing the cost of organizational training in the long-term that may lead to positive social change.