Exploring the impact of training, job tenure, and education-job and skills-job matches on employee turnover intention

Abstract

Purpose

The purpose of this study is to explore how training, job tenure and education-job and skills-job matches impact employees’ turnover intention by using a representative national sample from the Korean Labor and Income Panel Study in which 1,531 individuals were followed from 2003 to 2014.

Design/methodology/approach

A hierarchical-regression analysis was conducted to examine the relationships among training, job tenure, education-job match, skills-job match and turnover intention. This analysis focused on 12 year-to-year time points from 2003 to 2014 (one for each year), and the data were measured for each individual.

Findings

The results from the hierarchical-regression analysis supported the hypotheses that on-the-job training, off-the-job training, distance training, job tenure and education-job and skills-job matches are significantly associated with turnover intention.

Originality/value

The findings of this study, based on human capital theory and firm-specific human capital theory, contribute to an understanding of how training and the education-job and skills-job matches may impact turnover intention in a non-Western context. It also provides a longitudinal perspective of the impact of training on employee turnover intention to inform human resource development professionals when planning employee training.

Citation

Ju, B. and Li, J. (2019), "Exploring the impact of training, job tenure, and education-job and skills-job matches on employee turnover intention", European Journal of Training and Development, Vol. 43 No. 3/4, pp. 214-231. https://doi.org/10.1108/EJTD-05-2018-0045