Show simple item record

dc.contributor.authorIsmail, HN
dc.date.accessioned2016-11-17T01:06:30Z
dc.date.available2016-11-17T01:06:30Z
dc.date.issued2016
dc.identifier.citationIsmail, HN, 2016. Training and Turnover: The Mediating Role of Commitment. Australian Bulletin of Labour, Vol.42 No.1, pp. 62-92en
dc.identifier.issn0311-6336
dc.identifier.urihttp://hdl.handle.net/2328/36737
dc.description.abstractStudies 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.en
dc.language.isoen
dc.publisherNational Institute of Labour Studiesen
dc.titleTraining and Turnover: The Mediating Role of Commitmenten
dc.typeArticleen


Files in this item

FilesSizeFormatView

There are no files associated with this item.

This item appears in the following Collection(s)

Show simple item record