At best your "statement" is unclear and confusing. What would be the mitigating variable? Perhaps learning decreases organizational commitment. What type of learning/knowledge are you talking about? Try instead:

The purpose of my study is..............

If ................then.................

Ask what do I want to have said when I am done?

And remember,complexity is not always profound.


Nero

Thank you for you comment and suggestion. Wow, it's really hard to write a clear and precise research gap and to highlight important contribution of study!

Ahua_101,

To use Nero's suggestion, is this what you intend to say -

"The purpose of my study is to examine the role of motivation to learn in influencing organizational commitment" - (or in influencing job performance perhaps) - or more specifically, "to positively influence organizational commitment"? or possibly to show how it can be a positive or negative influence on whatever it is you choose to show.

Then you could include a few statements showing why you think this research needs to be done - why it's important to study this; what contribution this will make to the training field, etc.

You could follow that (or whatever it is you decide to study) with:
"I plan to accomplish this by doing the following:"

1.
2.

Then maybe give brief background info such as what research has already been done and what the results were.

Then tell what you did and how it turned out - and maybe why it turned out the way it did......, etc.

I'm a little unclear as to what exactly you want to study. Is it to show the role of motivation to learn in influencing the organization's commitment to the employee - or the role of motivation to learn in influencing the employee's commitment to the organization? Both? Or something else?

Thanks! Good suggestion...Ok..after i put so much thought on motivation issue, i decided to study the mediating role of motivation to learn in the relationship between supervisor's role and organization commitment.

The purpose of my study is to examine how supervisor's role (e.g. support, communication) will influence employee's motivation to learn in training programs, which in turn affect employee's commitment to the organization.

Research gap:
Despite the existence of preliminary support for the nature of this relationship, relatively few empirical studies have been done and little is known about the mediating role of motivation to learn in training program models. Specifically, the mediating role of motivation to learn in the relationship between contextual factors (e.g. supervisor’s support) and training outcomes (e.g. organizational commitment) has been overlooked in previous studies. For example, many researchers have traditionally focused solely on examining either direct relationship between supervisor's role and motivation to learn or exploring direct relationship between motivation to learn and employee's organizational commitment. Consequently, many researchers have suggested further exploration on the mediating role of motivation to learn in the relationship between supervisor's role and employee's organizational commitment.

Contribution of study:
Thus, this study is not just a replication of previous studies but responds to research calls by further exploring the mediating role of motivation to learn in the relationship between supervisor’s role (e.g. support, communication) and organizational commitment. Furthermore, since most of previous studies did not attempt to explore the mediating effect of motivation to learn in the relationship between supervisor’s role and organizational commitment, this study will investigate this issue by testing motivation to learn as a mediator between this relationship.



Hope you guys will give me an honest comment on this. Thank you very much!

I understand your purpose statement. From that statement it sounds like you are going to try to show a direct relationship between the supervisor's role - as decision-maker, planner, disciplinarian, motivator, communicator, mediator, trainer, evaluator, or whatever...............and the employee's motivation to learn. That makes perfect sense. I'm not sure though how you are going to tie in the employee's commitment to the organization. Are you also going to try to show a direct relationship between motivation to learn and commitment to the organization - or is that merely an assumption, and inconsequential to your study?

What I don't understand is the mediating role of the motivation to learn. To me, the word mediate implies conflict. So, I don't understand how the motivation to learn will act as mediator between supervisor's role and commitment to the organization - unless there is some underlying conflict between the two. How would the motivation to learn play a mediating role? That doesn't sound like what you are saying in the purpose statement above. In your purpose statement, the supervisor's role seems to be the primary influencer. But the next two paragraphs seem to be all about the motivation to learn as some type of mediator between the supervisor's role and commitment to the organization - motivation to learn is the primary influencer.

Bottom line - to me, there seems to be a disconnect between your purpose statement and the next two paragraphs of information. Your purpose statement implies direct relationships - which, according to statements in the next paragraph, has already been done by several researchers. So, if you are intending to do something different, it is not reflected in your purpose statement.