Studies show that human resources development through workplace training is one of the major investments in the workforce in today’s globalized and challenging market. As training motivation influences employees’ preparation for the workplace training, their respond to the programme, their learning outcome, their performance levels, and use of acquired knowledge and skills in their workplace it seems logical to investigate and determine antecedents of training motivation. The aim of this study was to examine the relationship between the concepts of epistemological beliefs, training motivation and the actual participation in the workplace training. We predicted that epistemological beliefs would have an effect on training motivation and actual participation on the workplace training and that there would be a positive relationship between the concepts, meaning that the more sophisticated epistemological beliefs would lead to higher motivation and participation. To test the epistemological beliefs, the Epistemic Belief Inventory (Schraw, Bendixen & Dunkle, 2002) was used and adjusted to the workplace setting. Then the results were compared to employees’ training motivation, which was measured with a questionnaire made by authors of the present study, and employees’ actual number of training hours annually. The results confirmed the relationship between the concepts as well as a significant predicting value of epistemological beliefs on motivation and actual participation. Epistemic Belief Inventory did not yield expected results reported by the authors of the instrument therefore the limitations, possible other interpretations and suggested further exploration are discussed.