Economics at your fingertips  

Training and Turnover: The Mediating Role of Commitment

Hn Ismail

Australian Bulletin of Labour, 2016, vol. 42, issue 1, 62-92

Abstract: Studies exploring the linkages between training and turnover have produced inconsistent results. That inconsistency suggests a path for further study into the variables that might be confounding this relationship. The main purpose of this research was to test the mediating effect of organisational commitment in the relationship between training and turnover intentions. A sample of 124 participants took part in this study. Training was initially found to have a significant inverse relationship with turnover intentions. However, when organisational commitment was entered into the model as a mediating variable, the effect of training on employee turnover intentions became insignificant, suggesting full mediation. The impact of training on turnover intentions is not straightforward, but works first through the effect of training on attitudes, that is on commitment. The results demonstrate the importance of increasing the commitment of employees to the organisation through training, which can help companies to reduce turnover intentions.

Date: 2016
Note: Ismail, HN, 2016. Training and Turnover: The Mediating Role of Commitment. Australian Bulletin of Labour, Vol.42 No.1, pp. 62-92
References: Add references at CitEc
Citations Track citations by RSS feed

Downloads: (external link)

Related works:
This item may be available elsewhere in EconPapers: Search for items with the same title.

Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text

Persistent link:

Access Statistics for this article

More articles in Australian Bulletin of Labour from National Institute of Labour Studies Contact information at EDIRC.
Series data maintained by Rupali Saikia ().

Page updated 2017-09-29
Handle: RePEc:fli:journl:36737