Enhancing Employees’ Commitment to Organisation through Training

Abstract

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.

Organizational Commitment and Rewards in Malaysia, with Comparison between University Graduates and Others

“…Third, whereas provision of training has been shown to be less important in the West, the results of this study demonstrate that in Malaysia it is important, as were similarly shown in other developing countries (Owoyemi, Oyelere, & Elegbede, 2011;Newman, Thanacoody, & Hui, 2011). The reason why the results obtained in Malaysia is different from the one in the West might be because employees in Malaysia are still technically immature in general and do not cause mismatch between the training a company provides and the skill an employee wants to obtain.…”

Organizational Commitment and Rewards in Vietnam, with Comparison between University Graduates and Others

“…Third, whereas provision of training has been shown to be less important in the West in some previous research, the results of this study demonstrate that in Vietnam it is important, as were similarly shown in other developing countries (Newman, et al, 2011;Owoyemi, Oyelere, & Elegbede, 2011). The reason why the results obtained in Vietnam is different from the one in the West might be because employees in Vietnam are still technically immature in general and do not cause mismatch between the training a company provides and the skill an employee wants to obtain.…”

The impacts of organizational culture on the organizational commitment: A case study of Vinaphone’s business centers in Southwest Vietnam

“…As specified by Meyer and Allen (1984), commitment is significantly determined by the richness of traditions and culture. In fact, organizational commitment is one of the most important factors in a company's performance since it illustrates the extent to which employees will engage with the company and complete the company's objectives (Owoyemi, Oyelere, Elegbede, & Gbajumo-Sheriff, 2011). This refers not only the loyalty that these employees show the company, but also their determination in completing tasks to obtain expected values (Messner, 2013).…”