The relationship between training and organizational commitment: A study in the health care field

The relationship between training and organizational commitment: A study in the health care field This study examines the relationship between employee attitudes toward training and feelings of organizational commitment among a sample of 337 registered nurses from five hospitals. Using social exchange theory as a framework for investigating the relationship, the researcher found that perceived access to training, social support for training, motivation to learn, and perceived benefits of training are positively related to organizational commitment. Using a three‐component model of organizational commitment, the strongest relationships appear with the affective form of commitment. The relationship between perceived access to training opportunities and the affective form of organizational commitment is moderated by job satisfaction but not job involvement. The findings are discussed for their theoretical and practical application to HRD, for the management of HRD in health care settings, and for researchers interested in outcomes of HRD. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Human Resource Development Quarterly Wiley

The relationship between training and organizational commitment: A study in the health care field

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Publisher
Wiley
Copyright
Copyright © 2001 John Wiley & Sons, Inc.
ISSN
1044-8004
eISSN
1532-1096
DOI
10.1002/hrdq.1001
Publisher site
See Article on Publisher Site

Abstract

This study examines the relationship between employee attitudes toward training and feelings of organizational commitment among a sample of 337 registered nurses from five hospitals. Using social exchange theory as a framework for investigating the relationship, the researcher found that perceived access to training, social support for training, motivation to learn, and perceived benefits of training are positively related to organizational commitment. Using a three‐component model of organizational commitment, the strongest relationships appear with the affective form of commitment. The relationship between perceived access to training opportunities and the affective form of organizational commitment is moderated by job satisfaction but not job involvement. The findings are discussed for their theoretical and practical application to HRD, for the management of HRD in health care settings, and for researchers interested in outcomes of HRD.

Journal

Human Resource Development QuarterlyWiley

Published: Dec 1, 2001

References

  • Further exploring the relationship between job search and voluntary individual turnover
    Blau, Blau
  • Organizational change and outdoor management
    McEvoy, McEvoy
  • Emotional contagion, empathic concern and communicative responsiveness as variables affecting nurses' stress and occupational commitment
    Omdahl, Omdahl
  • Contribution of job content and social information on organizational commitment and job satisfaction: An exploration in a Malaysian nursing context
    Pearson, Pearson
  • The consequences of organizational commitment: Methodological investigation
    Randall, Randall
  • Psychological contracts and OCB: The effect of unfulfilled obligations on civic virtue behavior
    Robinson, Robinson
  • Design, validity, and use of strategically focused employee attitude surveys
    Schneider, Schneider
  • Factors affecting motivation to transfer training
    Seyler, Seyler
  • Men and women managers' advancement
    Tharenou, Tharenou

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