The Influence of Training and Development on Organizational Commitment of Academicians in Pakistan

Abstract

It is recognized globally that training and development not only enhances the abilities, knowledge and skills of the staff member but it also changes their attitudes and behaviors. Such change in their attitudes and behaviors makes them committed with their respective organizations. This research work inquired association of training & development along with its dimensions with organizational commitment. We used Smart-PLS to make analysis of the data which were gathered from 320 academic staff of seven public sector universities of Khyber Pakhtunkhwa (KP), Pakistan. The results of this work found a significant influence of training & development and its dimensions on organizational commitment of academic staff. The results further suggested that training and development play crucial role in the enrichment of organizational commitment of academic staff. Committed academic staff not only stays longer with the universities but put more effort and perform better as compared to non-committed academic staff. We also concluded in this study that if the management of the universities intends to enhance the commitment of academic staff with the universities, they need to provide them maximum opportunities of training & development. We also discussed the theoretical and practical implications of the results.

Relationship between Training and Employees’ Work Performance in the Sultan Qaboos University: Mediating Effects of Personality Dimensions

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The Impact of Investment in Human Capital on Industrial Development: An Empirical Analysis of Pakistan

“…Industrial growth is a matter of concern now days because industrial growth will lead to economic growth. Training and development of individual's increases their engagement with organization leading to increase in productivity (Hussain, Khan, & Khan, 2020). Cohee et al (2021) explored the ways health interventions can be injected to prevent prevailing health conditions among people to enhance productivity.…”

Human resource practices, organisational commitment and turnover intention among bank employees in Sarawak, Malaysia

“…One of the methods to upsurge organisational commitment and reduce turnover intention is training (Khan, 2018;Newman et al, 2011). There is a positive association between variables of training and organisational commitment (Bartlett & Kang, 2004;Bulut & Culha, 2010;Hussain et al, 2020). Employees who undergo training by company consider it as a high-quality exchange relationship, thus leads to development of stronger organisational commitment as well as emotional attachment (Anvari & Amin, 2011;Xu & Payne, 2018).…”