A study on motivating employees’ learning commitment in the post-downsizing era: Job satisfaction perspective

Tsai, Philip Cheng-Fei; Yen, Yu‐Fang; Huang, Liang-Chih; Huang, Ing‐Chung

doi:10.1016/j.jwb.2007.02.002

Cited by 94 publications

(76 citation statements)

References 29 publications

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“…Rowden (2002) emphasized that training may also be an effective tool for improving one's job satisfaction. Tsai et al (2007) affirmed that employees who learn as a result of training program show a greater level of job satisfaction along with superior performance.…”

Section: Employee Training Increase Job Satisfactionmentioning

confidence: 92%

Impact of Employee Training on Organizational Performance– Case Study of Drilling Companies in Geita, Shinyanga and Mara Regions in Tanzania

2018

International Journal of Managerial Studies and Research

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Section: Employee Training Increase Job Satisfactionmentioning

confidence: 92%

Impact of Employee Training on Organizational Performance– Case Study of Drilling Companies in Geita, Shinyanga and Mara Regions in Tanzania

2018

International Journal of Managerial Studies and Research

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“…In the field of IS, user satisfaction is the degree to which users perceive that the system they are using addresses and caters for their requirements (Cyert & March, 1963). Satisfaction can also be explained as the difference between the expected gain or advantage and the actual gain or advantage (Tsai, Yen, Huang, & Huang, 2007). In the corporate context, user satisfaction refers to the positive emotional state of an employee with reference to working circumstances, supervisors, his or her job duties, and the company as a whole (Yeh, 2014).…”

Section: User Satisfactionmentioning

confidence: 99%

Intention to Use and Satisfaction of e-Learning for Training in the Corporate Context

Esterhuyse

Scholtz

Venter

2016

IJIKM

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Together, the fields of education and information technology have identified the need for an online solution to training. The introduction of e-learning has optimised the learning process, allowing organisations to realise the many advantages that e-learning offers. The importance of user involvement in the success of e-learning makes it imperative that the forces driving intention to use e-learning and satisfaction thereof be determined. The purpose of this paper is to investigate the relationships between the metrics influencing intention to use and the satisfaction of using e-learning in companies.The results of a survey distributed amongst a South African software development company's customer base revealed that the 94 respondents have positive enjoyment and self-efficacy levels, and low computer anxiety levels. Correlation analysis revealed significant relationships between enjoyment and self-efficacy and between enjoyment and satisfaction. Companies should therefore ensure that users enjoy using e-learning as it can directly influence satisfaction and self-efficacy.

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“…Training is associated with skills required by the organization that must be obtained by the employee in reference to achieve the organizational goals. Employees, who are enthusiastic to learn, demonstrate a high level of job satisfaction through an optimistic effect on their performance (Tsai et al, 2007). It has been described that a strong association is available between employee turnover and accessibilityto the training programs.However, the accurate picture of this relationship is not clear (Reddy, 1996).…”

Section: Availability Of Trainingmentioning

confidence: 99%

Organizational Commitment and Turnover Intentions: Impact of Employee’s Training in Private Sector of Saudi Arabia

Jehanzeb

Rasheed²,

Rasheed³

2013

IJBM

121

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The purpose of this paper is to investigate impacts of training on organizational commitment and turnover intentions in private sector of Saudi Arabia. The study seeks to focus the relationship between organizational commitment and turnover intentions of the employees. A literature review of organizational commitment and employee turnover provides the basis for the research model and hypotheses. A self-administered questionnaire was used, involving 251 respondents from leading private organizations of Saudi Arabia to collect data and testing the existing theory. The results provide strong support for the hypothesis that is the negative relationship between organizational commitment and turnover intention. Employees' training is significantly correlated with organizational commitment, turnover intentions and the commitment-turnover relationship.The sample was limited to private organization in Saudi Arabia. It may not be appropriate to generalize the findings across other populations or settings. However, the sample can be viewed as a representative case typical of many other organizations in the same industry. The results provides insight into the impact of organizational commitment on turnover intentions in the specific private sector of Saudi Arabia, which might benefit for managers and policy makers of the concerned organizations and in general for the whole sector. The paper studies the problems that exist in the private sector of Saudi Arabia.

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A study on motivating employees’ learning commitment in the post-downsizing era: Job satisfaction perspective

Cited by 94 publications

References 29 publications

Impact of Employee Training on Organizational Performance– Case Study of Drilling Companies in Geita, Shinyanga and Mara Regions in Tanzania

Impact of Employee Training on Organizational Performance– Case Study of Drilling Companies in Geita, Shinyanga and Mara Regions in Tanzania

Intention to Use and Satisfaction of e-Learning for Training in the Corporate Context

Organizational Commitment and Turnover Intentions: Impact of Employee’s Training in Private Sector of Saudi Arabia

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