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Title:Relationship between work environment support for training and organizational commitment: The moderating role of trainees’ characteristics and mediating role of training transfer
Author(s):Khan, Muhammad Sohail
Director of Research:Huang, Wen-Hao David
Doctoral Committee Chair(s):Huang, Wen-Hao David
Doctoral Committee Member(s):Li, Jessica; Martocchio, Joseph J.; Oh, Eunjung Grace
Department / Program:Educ Policy, Orgzn & Leadrshp
Discipline:Human Resource Education
Degree Granting Institution:University of Illinois at Urbana-Champaign
Degree:Ph.D.
Genre:Dissertation
Subject(s):training, organizational commitment, work environment support for training, training transfer, trainees’ characteristics, training motivation
Abstract:Despite the importance of work environment support for training variables (training opportunities, supervisory support for training, peer support for training and opportunity to use training), there is limited understanding of how these variables influence employees' organizational commitment. This study aims to explore the relationship between work environment support for training and employees' organizational commitment in Pakistan’s banking sector. Social Exchange Theory (SET) was utilized as a framework where work environment support for training is considered as a favor from organization and organizational commitment was considered as a reciprocal attitude of employees. The study also explored whether training transfer mediates a relationship between work environment support for training and organizational commitment. Furthermore, the study explored whether the trainees’ characteristics such as training self-efficacy, training motivation, perceived utility of training, and training retention moderates the relationship between work environment support for training and organizational commitment. An online survey based on validated instruments used to collect data from the employees (n=334) working in one of the largest banks of Pakistan. Multiple regression analysis, among other statistical techniques, was used to test the hypotheses and determine significant relationships. The results showed that banking employees in Pakistan were not found to experience affective commitment; that is, no significant relationship was found between work environment support for training variables and affective commitment. Rather, the study found a positive relationship between (i) training opportunities and continuance commitment, (ii) opportunity to use training and continuance commitment, and (iii) supervisory support for training and normative commitment. All four trainee characteristic—e.g., training self-efficacy, training motivation, perceived utility of training and training retention—were found to moderate the relationship between training opportunities and continuance commitment. Training motivation also moderated the relationship between peer support for training and normative commitment. Several implications of these findings, limitations, and future research suggestions are discussed.
Issue Date:2019-04-18
Type:Text
URI:http://hdl.handle.net/2142/105180
Rights Information:© 2019 Muhammad Sohail Khan. All rights reserved
Date Available in IDEALS:2019-08-23
Date Deposited:2019-05


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