Search results

1 – 10 of over 56000
To view the access options for this content please click here
Article
Publication date: 1 February 2001

Alan J. Dubinsky, Rajiv Mehta and Rolph E. Anderson

States that little empirical work is available as a guide in the design and implementation of sales manager training programs. Examines the relationship between trainee…

Downloads
4510

Abstract

States that little empirical work is available as a guide in the design and implementation of sales manager training programs. Examines the relationship between trainee satisfaction with sales manager training (a measure for training effectiveness) and the format, site, instructor, instructional method, and content of the program. Reports results of a survey of sales managers in field sales organizations. Indicates that training satisfaction is associated with all five issues. Offers direct implications for enhancing sales manager training programs.

Details

European Journal of Marketing, vol. 35 no. 1/2
Type: Research Article
ISSN: 0309-0566

Keywords

To view the access options for this content please click here
Article
Publication date: 4 July 2016

Mumtaz Ali Memon, Rohani Salleh and Mohamed Noor Rosli Baharom

The purpose of this paper is to examine the casual relationship between training satisfaction, work engagement (WE) and turnover intention and the mediating role of WE…

Downloads
7601

Abstract

Purpose

The purpose of this paper is to examine the casual relationship between training satisfaction, work engagement (WE) and turnover intention and the mediating role of WE between training satisfaction and turnover intention.

Design/methodology/approach

Data were collected from 409 oil and gas professionals using an email survey questionnaire. Structural equation modelling, using Analysis of Moment Structures (IBM AMOS) 22.0, was performed to test the hypothesized model.

Findings

The results suggest that training satisfaction is significantly positively related to employees’ level of WE and is negatively related to turnover intention. The results also reveal that WE mediates the relationship between training satisfaction and turnover intention.

Practical implications

Training has long been thought to play an important role in achieving positive attitudinal and behaviours outcomes among employees. This study reconfirms these ideas and highlights the importance of training satisfaction as being key to achieving greater WE and reducing voluntary turnover. Therefore, the finding of this study have a number of implications for research and human resource development practitioners.

Originality/value

This study makes a significant theoretical contribution to the literature as this is the first study to demonstrate the significance of training satisfaction and the mediating effects of WE in reducing the turnover intention of employees.

Details

European Journal of Training and Development, vol. 40 no. 6
Type: Research Article
ISSN: 2046-9012

Keywords

To view the access options for this content please click here
Article
Publication date: 16 August 2021

Muhammad Usman Anwar Baig and Sayyed Muhammad Mehdi Raza Naqvi

It is commonly observed in trainings that all trainees do not get satisfied with the performance of the trainer. The usual way to increase the satisfaction of trainees is…

Abstract

Purpose

It is commonly observed in trainings that all trainees do not get satisfied with the performance of the trainer. The usual way to increase the satisfaction of trainees is a stress on improving task communication of the trainer. It is based on the assumption that effective task communication essentially fosters training effectiveness. This study aims to provide preliminary evidence that effective task communication can also obstruct training effectiveness besides promoting it. To achieve this objective, the authors hypothesized a dual-process model of training effectiveness based on uncertainty reduction theory.

Design/methodology/approach

This was a field study in which the authors collected time-lagged data from seven trainings. The trainings were designed to impart technical knowledge of multilevel analyses to professional social science researchers. Confirmatory factor analysis for ordinal indicators was used to test the measurement properties of the model and scales. Structural equation modeling for ordinal indicators was used to test hypotheses.

Findings

This study provided evidence of an overall positive effect of the trainer’s task communication on the trainee’s communication satisfaction. A complex mediation analysis also revealed the existence of two opposite psychological processes. While the first process transmitted the positive effect of task communication to communication satisfaction, the other process diminished this positive effect. Implications for the theory and practice of training are discussed.

Originality/value

Training scholars and practitioners universally believe that an effective task communication of trainers essentially promotes training effectiveness. This study has provided empirical evidence that this assumption is an incomplete picture of a complex reality that requires further investigation.

Details

European Journal of Training and Development, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2046-9012

Keywords

To view the access options for this content please click here
Article
Publication date: 2 March 2020

Kathleen Van Benthem, Mohamad Nadim Adi, Christopher T. Corkery, Jiro Inoue and Nafisa M. Jadavji

The postdoctoral position was originally created as a short training period for PhD holders on the path to becoming university professors; however, the single-purpose…

Abstract

Purpose

The postdoctoral position was originally created as a short training period for PhD holders on the path to becoming university professors; however, the single-purpose paradigm of training has evolved considerably over time. The purpose of this paper is to report on the opportunities and challenges faced by postdocs as they navigate this complex training period.

Design/methodology/approach

To better understand the changes in postdoctoral training the Canadian Association of Postdoctoral Scholars – l’Association Canadienne des Stagiaires Postdoctoraux (CAPS-ACSP) conducted three professional national surveys of postdocs working in Canada and Canadian postdocs working internationally. Using the data from each survey, the authors investigated demographics, career goals and mental health and developed a theory-based path model for predicting postdoctoral training satisfaction, using structural equation modeling.

Findings

The analysis revealed that during their training postdocs face mental health symptoms, which play a role in job satisfaction. Additionally, predictors of satisfaction with career training were opportunities for skills development and encouragement from supervisors. Predictors of satisfaction with compensation were salary, skills training, mental health and encouragement from supervisors.

Originality/value

This first in-depth analysis of mental health symptoms illuminates the postdoc experience in academia. The study highlights the need for substantive changes to address the challenges facing postdoctoral training in the current research model in North America.

Details

Studies in Graduate and Postdoctoral Education, vol. 11 no. 1
Type: Research Article
ISSN: 2398-4686

Keywords

To view the access options for this content please click here
Article
Publication date: 6 November 2017

Edward Ocen, Kasekende Francis and Gladies Angundaru

The purpose of this paper is to establish the role of training in building employee commitment and the task of job satisfaction in the association between training and…

Downloads
5174

Abstract

Purpose

The purpose of this paper is to establish the role of training in building employee commitment and the task of job satisfaction in the association between training and employee commitment in the banking sector in Uganda.

Design/methodology/approach

The authors used correlation, regression and MedGraph to investigate the hypotheses.

Findings

The findings revealed that there is a positive relationships between training and employee commitment (r = 0.507**, p < 0.01), a positive relationship between training and job satisfaction (r = 0.744**, p < 0.01) and a positive relationship between job satisfaction and employee commitment (r = 0.519**, p < 0.01). The regression model showed that the predictor variables explain at least 29.7 per cent of the variance in employee commitment (adjusted R2 = 0.297). MedGraph results revealed a partial type of mediation because the correlation between training (independent variable) and employee commitment (dependent variable) decreased from 0.507*** to 0.271*** by inclusion of job satisfaction (mediating variable).

Originality/value

This study is one of the pioneers to extend the employee commitment debate to Ugandan banking sector. It provides an explanation with empirical evidence by demonstrating that training extends direct positive effect on employee commitment in the banking sector in Ugandan situation. The study also demonstrates that, in the banking sector in Uganda, job satisfaction helps to partially transmit the effect of training on employee commitment. This study further builds a model that will help researchers and practitioners in investigating and explaining employee commitment in the banking sector in Ugandan situation.

Details

European Journal of Training and Development, vol. 41 no. 9
Type: Research Article
ISSN: 2046-9012

Keywords

To view the access options for this content please click here
Article
Publication date: 8 June 2012

Khawaja Fawad Latif

The purpose of the study is to develop a framework to evaluate employee satisfaction with the training program by capturing its key indicators.

Downloads
10259

Abstract

Purpose

The purpose of the study is to develop a framework to evaluate employee satisfaction with the training program by capturing its key indicators.

Design/methodology/approach

An instrument was devised through an extensive literature review. Data from the respondents were subjected to analysis using the statistical software SPSS.

Findings

Four subscales were found to have a significant contribution towards establishment of an effective training program.

Practical implications

The study identified potential enablers of a successful training program. The research highlighted the needs of business to concentrate on building employee capacity and focusing on employee development to attain job satisfaction.

Originality/value

Where much of the research is focused on training effects, little research had been focused on development of an integrated scale for the measurement of training effectiveness. The study fills this gap and also undertakes the formulation of a scale measuring satisfaction with employee development interventions.

Details

Industrial and Commercial Training, vol. 44 no. 4
Type: Research Article
ISSN: 0019-7858

Keywords

To view the access options for this content please click here
Article
Publication date: 1 September 2017

Mumtaz Ali Memon, Rohani Sallaeh, Mohamed Noor Rosli Baharom, Shahrina Md Nordin and Hiram Ting

The purpose of this paper is to explore the role of training satisfaction as a predictor of organisational citizenship behaviour (OCB) and turnover intention. The study…

Downloads
3868

Abstract

Purpose

The purpose of this paper is to explore the role of training satisfaction as a predictor of organisational citizenship behaviour (OCB) and turnover intention. The study further examines the mediating role of OCB between training satisfaction and turnover intention.

Design/methodology/approach

Data were collected from 409 Malaysian oil and gas (O&G) sector employees. Partial least squares structural equation modelling (PLS-SEM) was used to test the hypotheses in the research model using SmartPLS 3.0.

Findings

This study highlights the significant positive impact of training satisfaction on OCB and the negative effect on turnover intention. Contrary to expectations, OCB proved to be neither a predictor of turnover intention nor a mediator in the model.

Practical implications

Although the main aim of this study was to test the theoretically driven hypotheses, the findings have a number of valuable implications for organisations. This study suggests that O&G organisations should focus on increasing employee satisfaction with training to maximise desired workplace attitudes and behaviours.

Originality/value

This is the first study to explore the causal links between training satisfaction, OCB and turnover intention. Although it has been observed in the past that training does not directly influence turnover intention, the present study indicates that training satisfaction significantly influences turnover intention. Further, this study unexpectedly found no direct relationship between OCB and turnover intention. Also, OCB was not a significant mediator in the present study. These unexpected findings open new avenues for future research, thus representing an important contribution of the present study.

Details

Journal of Organizational Effectiveness: People and Performance, vol. 4 no. 3
Type: Research Article
ISSN: 2051-6614

Keywords

To view the access options for this content please click here
Article
Publication date: 26 July 2021

Harun Sesen and Senay Sahil Ertan

This study aims to mediate the impact of workplace stress and job satisfaction on nurses’ perception of training. It sheds light on the links between job satisfaction

Abstract

Purpose

This study aims to mediate the impact of workplace stress and job satisfaction on nurses’ perception of training. It sheds light on the links between job satisfaction, Certified Nursing Assistants’ perception of training and workplace stress in nursing homes.

Design/methodology/approach

A cross-sectional questionnaire was distributed in 12 different elderly home care centres in Northern Cyprus during September to October 2017. The sampling frame consists of 317 full-time Certified Nursing Assistants who completed measures of perception of training, job satisfaction and workplace stress. This paper used structural equation modelling to test a theoretical model and hypothesis.

Findings

The findings emphasize that Certified Nursing Assistants’ perception of training has a positive impact on their job satisfaction and negative impact on workplace stress while workplace stress mediates the relationship between their perception of training and job satisfaction. The results indicate that while the motivation for training and support for training have an effect on job satisfaction, access to training and benefits for training do not yield any significant impact on it and workplace stress plays a mediating role.

Originality/value

This study confirms that the CNAs’ perception of training and job stress affect the emergence of job satisfaction, and workplace stress mediated the relation between training and satisfaction posited by social exchange theory.

Details

European Journal of Training and Development, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2046-9012

Keywords

To view the access options for this content please click here
Article
Publication date: 14 October 2014

Claudia Burgard and Katja Görlitz

– The purpose of this paper is to analyze the relationship between participation in further training courses and job satisfaction, focussing in particular on gender differences.

Downloads
1608

Abstract

Purpose

The purpose of this paper is to analyze the relationship between participation in further training courses and job satisfaction, focussing in particular on gender differences.

Design/methodology/approach

Using data from the German Socio-Economic Panel (SOEP), a Probit-adapted OLS (POLS) model is employed which allows to account for individual fixed effects. The analysis controls for a variety of socio-demographic, job and firm characteristics.

Findings

The authors find a difference between males and females in the correlation between training and job satisfaction which is positive for males but insignificant for females. This difference becomes even more pronounced when applying individual fixed effects. To gain insights into the reasons for this difference, the authors further investigate training characteristics by gender. The authors find that financial support and career-orientation of courses only seems to matter for the job satisfaction of men but not for the satisfaction of women.

Practical implications

In Germany, financial support and career-orientation of training courses only seem to matter for the job satisfaction of men but not for the satisfaction of women. This has important implications for the investment in and outcomes of these training endeavors from both, a participant and an employer perspective.

Originality/value

This paper extends the existing literature in several ways. The authors use job satisfaction as an outcome of training which comprises non-pecuniary returns in addition to monetary returns. In addition, the authors point out gender differences and examine the heterogeneity of training courses by gender. This seems important since job satisfaction processes differ to a large extent by gender and since it is well-known that training participation also differs by gender. The panel structure of the data enables a methodological advancement in terms of accounting for time-invariant unobserved heterogeneity which is likely to matter for the results.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 2 no. 2
Type: Research Article
ISSN: 2049-3983

Keywords

To view the access options for this content please click here
Article
Publication date: 3 July 2020

Mumtaz Ali Memon, Rohani Salleh, Muhammad Zeeshan Mirza, Jun-Hwa Cheah, Hiram Ting, Muhammad Shakil Ahmad and Adeel Tariq

This study aims to examine the impact of employees' satisfaction with human resource management (HRM) practices (i.e. training satisfaction, performance appraisal…

Downloads
2334

Abstract

Purpose

This study aims to examine the impact of employees' satisfaction with human resource management (HRM) practices (i.e. training satisfaction, performance appraisal satisfaction and pay satisfaction) on work engagement and subsequently employee turnover intentions. The mediating role of work engagement between employee satisfaction with HRM practices and turnover intentions is also assessed.

Design/methodology/approach

Data were collected from Malaysian oil and gas (O&G) professionals. A total of 442 useable questionnaires were obtained for the final data analysis. Partial least squares structural equation modeling (PLS-SEM) was performed to test the hypothesised relationships.

Findings

The findings indicate that training satisfaction and performance appraisal satisfaction are the key drivers of employee engagement at work. Work engagement in turn has a negative impact on employee turnover intentions. Furthermore, work engagement mediates the relationship between employees' satisfaction with HRM practices (i.e. training satisfaction and performance appraisal satisfaction) and turnover intentions. Nevertheless, it did not have any mediating effect on pay satisfaction and turnover intention.

Practical implications

Training plans should be designed to make the relevant jobs more attractive and fulfilling, thus increasing employees' level of work engagement. Besides, ensuring that the appraisal system is fair is pivotal to work engagement. Work engagement will cultivate a strong sense of emotional attachment between employees and employers, thus reducing the turnover intention of Malaysian O&G professionals.

Originality/value

To date, little has been done on employees' satisfaction with HRM practices with respect to their attitudinal and behavioural outcomes. The present study enhances our understanding of the importance of employees' satisfaction with HRM practices and its relation to employees' work engagement and turnover intentions.

Details

International Journal of Manpower, vol. 42 no. 1
Type: Research Article
ISSN: 0143-7720

Keywords

1 – 10 of over 56000