Influence of digital training on job performance in South Indian automotive sector: a sequential mediation via psychological factors

Purpose This research aims to investigate how psychological factors, specifically intrinsic motivation, job satisfaction, self-efficacy and work engagement, mediate the relationship between digital training and job performance. Design/methodology/approach Using structured questionnaires, data from 388 employees working in automotive showrooms across South Indian cities were gathered for the study. The analysis used structural equation modelling and importance-performance map analysis (IPMA) as the analytical methods, with SPSS and SmartPLS used for data analysis and validation of the proposed relationships. Findings Digital training enhances job performance through psychological factors, with self-efficacy as the strongest pathway and work engagement as a key serial mediator. IPMA analysis highlights digital training’s importance for performance improvement, while job satisfaction shows both high importance and strong performance. Practical implications This study underscores the significance of investing in human capital and using digital training to boost employee performance. It stresses the necessity of tailored digital training that aligns with psychological factors to facilitate effective employee development across various sectors. Originality/value This study examines how psychological factors mediate the impact of digital training on JP, drawing from self-determination and social cognitive theories. It provides business insights for developing agile, high-performing teams, advances the learning organization concept by fostering a culture of continuous learning, employee growth, adaptability and innovation, and it contributes to academia by refining training-transfer mechanisms and performance drivers.