Using pre-training and post-training paired surveys in e-learning based training courses, we have compared the "expectations of utility," measured at the beginning of an e-learning course, with the "perceptions of utility," measured at the end of the course, and related it with the trainees' motivation. We have concluded that what motivated the trainees was their long-term end-in-view of improvement. The expectations of the trainees were thus more related to the future utility of a course than to their current job. The trainees perceived the absence of training as a violation, by their employers, of the "psychological contract," due to the loss of "future utility" the course would provide. Higher levels of "final motivation" were obtained at higher levels of "future utility" and when expectations were surpassed. Our conclusions stress that e-learning courses are not always just-in-time solutions. This can inspire training managers to plan courses having in mind the future uses the trainees expect, rather than their current jobs or needs.