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The impact of employee perceptions of training on organizational commitment and turnover intentions: A study of multinationals in the Chinese service sector

journal contribution
posted on 2011-04-01, 00:00 authored by Alexander NewmanAlexander Newman, R Thanacoody, W Hui
This study examines the impact of employee perceptions of training on organizational commitment, and the latter's relationship with turnover intentions. Structured equation modelling is conducted on survey data from 437 Chinese employees of five multinational enterprises operating in the Chinese service sector. The results of the survey are consistent with social exchange theory. They highlight the importance of training as a tool to enhance the affective organizational commitment of employees, and reduce turnover. The findings differ from that of previous studies in non-Chinese settings. No evidence was found to indicate that motivation to learn and the perceived benefits of training impact on the organizational commitment of employees. This may be explained by three factors: the involuntary nature of employee training, the limited career development opportunities on offer to local employees of multinational enterprises and the difficulty employees face in applying learnt skills given cultural differences. The implications for research and practice are discussed. © 2011 Taylor & Francis.

History

Journal

International journal of human resource management

Volume

22

Issue

8

Pagination

1765 - 1787

Publisher

Taylor & Francis (Routledge)

Location

London, Eng

ISSN

0958-5192

eISSN

1466-4399

Language

eng

Publication classification

C1.1 Refereed article in a scholarly journal; C Journal article

Copyright notice

2011, Taylor & Francis (Routledge)