2026-09-22T23:55:38Z https://www.ideals.illinois.edu/oai-pmh

oai:www.ideals.illinois.edu:2142/105180 2023-07-11 col_2142_5131 col_2142_8800 com_2142_5130 com_2142_5132

The student, Muhammad Khan, accepted the attached license on 2019-04-11 at 11:00. The student, Muhammad Khan, submitted this Dissertation for approval on 2019-04-11 at 11:13. This Dissertation was approved for publication on 2019-04-18 at 15:16. DSpace SAF Submission Ingestion Package generated from Vireo submission #13561 on 2019-08-22 at 16:21:02 Made available in DSpace on 2019-08-23T20:44:42Z (GMT). No. of bitstreams: 2 KHAN-DISSERTATION-2019.pdf: 1922365 bytes, checksum: 6e60fcb697dce3099295addb6c7fbf56 (MD5) LICENSE.txt: 4210 bytes, checksum: efeb6b5a7d667d82dd9ee511255d1301 (MD5) Previous issue date: 2019-04-18 Embargo set by: Seth Robbins for item 112299 Lift date: 2021-08-23T20:44:50Z Reason: Author requested closed access (OA after 2yrs) in Vireo ETD system Huang, Wen-Hao David Huang, Wen-Hao David Li, Jessica Martocchio, Joseph J. Oh, Eunjung Grace Khan, Muhammad Sohail 2019-08-23T20:44:42Z 2019-08-23T20:44:42Z 2021-08-24T09:15:24Z 2019-04-18 2019-05 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. Submission published under a 24 month embargo labeled 'Closed Access', the embargo will last until 2021-05-01 Embargo set by: Seth Robbins for item 112299 Lift date: 2021-08-23T20:46:41Z Reason: Author requested closed access (OA after 2yrs) in Vireo ETD system Embargo set by: Seth Robbins for item 112299 Lift date: 2021-08-23T20:47:38Z Reason: Author requested closed access (OA after 2yrs) in Vireo ETD system Embargo set by: Seth Robbins for item 112299 Lift date: 2021-08-23T20:48:32Z Reason: Author requested closed access (OA after 2yrs) in Vireo ETD system Limited Restriction Lifted for Item 112299 on 2021-08-24T09:15:24Z. application/pdf http://hdl.handle.net/2142/105180 en © 2019 Muhammad Sohail Khan. All rights reserved training, organizational commitment, work environment support for training, training transfer, trainees’ characteristics, training motivation Relationship between work environment support for training and organizational commitment: The moderating role of trainees’ characteristics and mediating role of training transfer text text Educ Policy, Orgzn & Leadrshp Human Resource Education University of Illinois at Urbana-Champaign Dissertation Ph.D.