Effect of Training on Employee Commitment in Hormuud Telecom Mogadishu Somalia (original) (raw)
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TRAINING STRATEGIES AS AN ANTECEDENT FOR EMPLOYEE COMMITMENT IN KENYAN SETTING.
Employee training is intended to provide an opportunity for advancement and may be perceived as the organization values their employees and their sense of self-worth, therefore will result to building a stronger affective commitment. Thus also resulting to a function of close psychological attachment to the organization and its goals, (McElroy, 2001). The purpose of this study was to analyse the effects of employee training and development strategies on employee commitment. The research hypotheses for the study were; Ho1 training opportunities have no significant effect on employee commitment. The study employed a case study research design that was conducted at Moi Teaching and Referral Hospital. The target population was three thousand two hundred (3200) respondents were targeted because that was the group highly affected by commitment and turnover issues in the organisation. A sample size of 340 was extracted from the target population and the sampling techniques used were stratified sampling. Data was analyzed using Multiple regression analysis was performed to test the hypothesized relationships. Based on the observed correlation results, training (? = 0.134, p<0.05) indicated that there was a significant positive correlation between employee training opportunities and employee commitment.This implies that the perceived empowerment of employees by the hospital was likely to impact positively on their commitment to the hospital.
Enhancing Employees' Commitment to Organisation through Training
International Journal of …
The role of training in human resource management practice has spur renewed and vigorous debate about the need for training and development. The debate has led academics and management to ponder on some issues germane to the benefits or otherwise of training. Is training an investment in people or cost? If training is required, what are the criterion used to determine who should be trained and when to train? These questions have permeated management circle and those in HRM department. Recent years have seen training terms renamed as training and development or learning and development, a sign of the spate of debate on the issue. Given these flurry, this paper explores the relationship between training and employees' commitment to their organisation. The paper was based on a survey of 250 employees and management staff of a financial firm based in the South Western part of Nigeria. Statistical Package for the Social Sciences (SPSS) was used to conduct several forms of analysis. The analysis revealed some evidence that suggest a positive statistical significant relationship between the different levels of training and employees' commitment to organisation. A regression analysis was conducted on the data collected. The study revealed a positive statistical significant relationship between the different levels of training and employees' commitment to the organisation. The paper concludes that the more the training giving to employees, the higher their level commitment to the organisation.
2017
The aim of this study is to examine employees perception of training provided by Saudi Industrial Development Fund (SIDF) and its relationship with organizational commitment. To achieve this aim, the study utilized a questionnaire consists of two validated, well established, international instruments: the first one is the perceived availability of training developed by Newman et al., (2011) and includes 22-item inventory that measures an individual on the training, the second instrument called commitment scale developed by Allen and Meyer, (1996) and includes 18-item inventory to identify a person’s commitment. This questionnaire has been distributed to a simple random sample consist of (200) employees of Saudi Industrial Development Fund. A total of (175) complete questionnaires has been received back at a response rate of (87%). After analyzing data and testing hypotheses, the main results of this study are: • There is a positive relationship between five training-related variable...
Effects of training on employee commitment, retention and performance
The principal purpose of this study was to analyze the effects of training on employee commitment, retention and performance in a Local Municipality situated in Mpumalanga Province, South Africa. Based on convenience sampling method, a total of one hundred and thirty employees were selected and participated in the study. A questionnaire structured in a likert scale format was employed to gather data on training, employee commitment, retention and performance. Data was analyzed using SPSS statistical package. The Cronbach alpha of 0.813 and the Keiser-Meyer-Olkin of 0.865 were obtained from the data analyzed. The findings derived from multiple regression analysis using the ordinary least squares regression technique confirmed that, training has a significant effect on employee commitment retention and performance enhancement within the local municipality examined.
Megatrend revija, 2014
There has been a turn around and the take up of training as one of the key factors in improving company competitiveness. Evidence derived from research showed that there is now a broad agreement amongst commentators that skills training improve employees' commitment to the organisation. Training from a company's perspective adds to human capital and also a means of securing workplace commitment. The theoretical proposition therefore is that training will get employees more committed to the organisation. organisational commitment when combined with job related behavioural commitment will lead to organisational performance. In order to achieve a high level of performance, organisations now require highly motivated and committed workers. This paper explored the relationship between training and employees' commitment to the organisation. The organisation on which the research was conducted is a Discount House in Lagos, South West Nigeria. The total of 150 completely filled questionnaires was utilised in this study. A regression analysis was conducted on the data collected. The study revealed that the training increases employee's commitment to the organisation.
THE EFFECTS OF ORGANIZATIONAL TRAINING ON ORGANIZATIONAL COMMITMENT
International Journal of Training and …, 2010
This empirical study investigated the impact of organizational training on employee commitment focusing on employees' emotional and affective responses towards their organization. Organizational training is conceptualized within a multidimensional framework consisting of motivation for training, access to training, benefits from training and support for training. The hypothesis of this study has been built on a resource-based view, social exchange theory and psychological contract theory. Field research was conducted through surveys with 298 participants of four- and five-star hotels operating in Izmir, Turkey. Confirmatory factor analyses were used to analyse the quality of the training scales and multiple regression analyses were conducted to test the hypotheses of the study. The results revealed that all dimensions of training positively affected employee commitment. Implications have been presented for both researchers and human resource practitioners as to how to utilize organizational training factors to increase employee commitment.
In this competitive and rapidly changing era, most of the business organizations are highly concerned to provide their employees with training throughout their careers so that they will remain enough motivated and focused to their work. But the success of any training program depends on effective construction of its pre-defined schedule or model. The training model must be constructed on the basis of particular training needs and consisted of all relevant and important steps which are to be followed by training sessions. Wrong development of model and missing of any important step can leads towards ineffective and useless consequences. This article is based on the analysis of eight training models. The purpose of reviewing these models is to discuss the similarities, differences and lacking steps among these models so that researchers could make another new effective training model by including these missing steps. After in depth analysis of these models, researchers have proposed a more comprehensive training model for corporate world to overcome the missing. This is a simple but detailed model which, if implemented properly could contribute a lot towards enhancing both the employees' performance and effectiveness of the organization as a whole.
Exploring the impact of training on organisational commitment - dissertation.
The purpose of this study is to explore the impact of training on organisational commitment in private sector UK companies. Literature from earlier studies provides the basis and hypothesis. Surveys and interviews provided data for a mixed method of analysis. The four training variables are availability of training, support for training, benefits of training, and motivation to learn. The two commitment variables are affective commitment and continuance commitment. A strong relationship was found between training and affective commitment and a much weaker relationship was found between training and continuance commitment. The theoretical framework that guides the study is supported and the findings of the research provides valuable information for organisational decision makers and HRD practitioners.