{"id":{"repo_id":"uiuc","oai_identifier":"oai:www.ideals.illinois.edu:2142/107840"},"canonical_url":"https://search.dev.ndltd.org/etd/uiuc/oai:www.ideals.illinois.edu:2142/107840","repository":{"repo_id":"uiuc","name":"University of Illinois - Urbana-Champaign","base_url":"https://www.ideals.illinois.edu/oai-pmh"},"display":{"title":"The relationships among participation in employee development programs, organizational commitment, and turnover of non-medical staff in a nonprofit medical institution in Lebanon","abstract":"The purpose of this study was to examine the relationships among participation in employee development programs, organizational commitment and turnover of non-medical staff in a nonprofit medical institution in Lebanon. Of the three measures of participation in development programs, only frequency of outside training had a significant relationship with all three forms of commitment. Those who had the opportunity to participate more in outside training registered higher levels of continuance and normative commitment than those who did not. Frequency of outside training also slightly increased affective commitment. Total hours of training had a significant relationship with affective commitment and normative commitment while frequency of in-house training was not significantly correlated to any form of commitment. A measure of frequency of in-house training was not effective in capturing the level of commitment individuals had. However, it also meant that there could be something affecting this relationship. Further analysis of results showed that individual differences affected the strength of the relationship between frequency of training and commitment. While frequency of in-house training was not significantly correlated to organizational commitment, individual differences made a difference in the relationship between frequency of inhouse training and two forms of commitment (affective as well as normative commitment). Specifically, self-efficacy was a significant moderator in this relationship. This coincided with the assumption that was made in the conceptual framework of this study. Individual differences were also moderators in the relationship between frequency of outside training and commitment. More precisely, the two subscales that were significant moderators were motivation to learn and perceived benefits. Although total hours of training had a significant relationship with affective as well as normative commitment in the correlational analysis, only affective commitment changed with the introduction of self-efficacy as a moderator in this relationship. Moderation existed for two forms of commitment, mainly affective commitment and normative commitment and not continuance commitment. This implied that there could be something else affecting continuance commitment. Additionally, perceived organizational support as a standalone subscale did not moderate the relationship between frequency of training and commitment. Finally, results showed that when holding constant frequency of training, individuals high in commitment reported a lesser intention to leave compared to those low in commitment. Results were significant when individual differences were entered as a moderator in the relationship between frequency of training and commitment. As a first stage moderated mediation model is understood, this finding indicated that the indirect effect of frequency of training on turnover intention through commitment was moderated by individual differences. Additional results indicated that the same individual differences were also moderators in the relationship between commitment and turnover intention.","abstract_html":"The purpose of this study was to examine the relationships among participation in employee development programs, organizational commitment and turnover of non-medical staff in a nonprofit medical institution in Lebanon. Of the three measures of participation in development programs, only frequency of outside training had a significant relationship with all three forms of commitment. Those who had the opportunity to participate more in outside training registered higher levels of continuance and normative commitment than those who did not. Frequency of outside training also slightly increased affective commitment. Total hours of training had a significant relationship with affective commitment and normative commitment while frequency of in-house training was not significantly correlated to any form of commitment. A measure of frequency of in-house training was not effective in capturing the level of commitment individuals had. However, it also meant that there could be something affecting this relationship. Further analysis of results showed that individual differences affected the strength of the relationship between frequency of training and commitment. While frequency of in-house training was not significantly correlated to organizational commitment, individual differences made a difference in the relationship between frequency of inhouse training and two forms of commitment (affective as well as normative commitment). Specifically, self-efficacy was a significant moderator in this relationship. This coincided with the assumption that was made in the conceptual framework of this study. Individual differences were also moderators in the relationship between frequency of outside training and commitment. More precisely, the two subscales that were significant moderators were motivation to learn and perceived benefits. Although total hours of training had a significant relationship with affective as well as normative commitment in the correlational analysis, only affective commitment changed with the introduction of self-efficacy as a moderator in this relationship. Moderation existed for two forms of commitment, mainly affective commitment and normative commitment and not continuance commitment. This implied that there could be something else affecting continuance commitment. Additionally, perceived organizational support as a standalone subscale did not moderate the relationship between frequency of training and commitment. Finally, results showed that when holding constant frequency of training, individuals high in commitment reported a lesser intention to leave compared to those low in commitment. Results were significant when individual differences were entered as a moderator in the relationship between frequency of training and commitment. As a first stage moderated mediation model is understood, this finding indicated that the indirect effect of frequency of training on turnover intention through commitment was moderated by individual differences. Additional results indicated that the same individual differences were also moderators in the relationship between commitment and turnover intention.","abstract_has_math":false,"creators":["Abdallah Yassine, Raghida"],"institution":"University of Illinois at Urbana-Champaign","degree_name":"Ph.D.","degree_level":"Dissertation","degree_discipline":"Educ Policy, Orgzn & Leadrshp","degree_department":null,"school":null,"contributors":["Jacobs, Ronald L","Cromley, Jennifer","Li, Jessica","Dirani, Khalil"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2020,"date_issued":"2020-08-26T21:53:53Z","date_published":"2020-08-26T21:53:53Z","updated_at":"2026-07-22T22:24:47Z","subjects":["Employee Development, Organizational Commitment, Organizational Performance"],"languages":["en"],"rights":["Copyright 2019 Raghida Abdallah Yassine"],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"http://hdl.handle.net/2142/107840","outbound_label":"Handle","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Jacobs, Ronald L","Cromley, Jennifer","Li, Jessica","Dirani, Khalil"]},{"key":"dc:creator","label":"Author","values":["Abdallah Yassine, Raghida"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2020-08-26T21:53:53Z","2022-10-06T05:00:00Z","2019-12-20","2020-05"]},{"key":"dc:type","label":"Dc Type","values":["text","Thesis"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Educ Policy, Orgzn & Leadrshp"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Ph.D."]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["University of Illinois at Urbana-Champaign"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Employee Development, Organizational Commitment, Organizational Performance"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["en"]},{"key":"dc:rights","label":"Dc Rights","values":["Copyright 2019 Raghida Abdallah Yassine"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["http://hdl.handle.net/2142/107840"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["The purpose of this study was to examine the relationships among participation in employee development programs, organizational commitment and turnover of non-medical staff in a nonprofit medical institution in Lebanon. Of the three measures of participation in development programs, only frequency of outside training had a significant relationship with all three forms of commitment. Those who had the opportunity to participate more in outside training registered higher levels of continuance and normative commitment than those who did not. Frequency of outside training also slightly increased affective commitment. Total hours of training had a significant relationship with affective commitment and normative commitment while frequency of in-house training was not significantly correlated to any form of commitment. A measure of frequency of in-house training was not effective in capturing the level of commitment individuals had. However, it also meant that there could be something affecting this relationship. Further analysis of results showed that individual differences affected the strength of the relationship between frequency of training and commitment. While frequency of in-house training was not significantly correlated to organizational commitment, individual differences made a difference in the relationship between frequency of inhouse training and two forms of commitment (affective as well as normative commitment). Specifically, self-efficacy was a significant moderator in this relationship. This coincided with the assumption that was made in the conceptual framework of this study. Individual differences were also moderators in the relationship between frequency of outside training and commitment. More precisely, the two subscales that were significant moderators were motivation to learn and perceived benefits. Although total hours of training had a significant relationship with affective as well as normative commitment in the correlational analysis, only affective commitment changed with the introduction of self-efficacy as a moderator in this relationship. Moderation existed for two forms of commitment, mainly affective commitment and normative commitment and not continuance commitment. This implied that there could be something else affecting continuance commitment. Additionally, perceived organizational support as a standalone subscale did not moderate the relationship between frequency of training and commitment. Finally, results showed that when holding constant frequency of training, individuals high in commitment reported a lesser intention to leave compared to those low in commitment. Results were significant when individual differences were entered as a moderator in the relationship between frequency of training and commitment. As a first stage moderated mediation model is understood, this finding indicated that the indirect effect of frequency of training on turnover intention through commitment was moderated by individual differences. Additional results indicated that the same individual differences were also moderators in the relationship between commitment and turnover intention.","Submission original under an indefinite embargo labeled 'Open Access'. The submission was exported from vireo on 2020-08-25 without embargo terms","The student, Raghida Abdallah Yassine, accepted the attached license on 2019-12-20 at 11:44.","The student, Raghida Abdallah Yassine, submitted this Dissertation for approval on 2019-12-20 at 11:52.","This Dissertation was approved for publication on 2019-12-20 at 16:51.","DSpace SAF Submission Ingestion Package generated from Vireo submission #14836 on 2020-08-25 at 17:03:00","Made available in DSpace on 2020-08-26T21:53:53Z (GMT). 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Those who had the opportunity to participate more in outside training registered higher levels of continuance and normative commitment than those who did not. Frequency of outside training also slightly increased affective commitment. Total hours of training had a significant relationship with affective commitment and normative commitment while frequency of in-house training was not significantly correlated to any form of commitment. A measure of frequency of in-house training was not effective in capturing the level of commitment individuals had. However, it also meant that there could be something affecting this relationship. Further analysis of results showed that individual differences affected the strength of the relationship between frequency of training and commitment. While frequency of in-house training was not significantly correlated to organizational commitment, individual differences made a difference in the relationship between frequency of inhouse training and two forms of commitment (affective as well as normative commitment). Specifically, self-efficacy was a significant moderator in this relationship. This coincided with the assumption that was made in the conceptual framework of this study. Individual differences were also moderators in the relationship between frequency of outside training and commitment. More precisely, the two subscales that were significant moderators were motivation to learn and perceived benefits. Although total hours of training had a significant relationship with affective as well as normative commitment in the correlational analysis, only affective commitment changed with the introduction of self-efficacy as a moderator in this relationship. Moderation existed for two forms of commitment, mainly affective commitment and normative commitment and not continuance commitment. This implied that there could be something else affecting continuance commitment. Additionally, perceived organizational support as a standalone subscale did not moderate the relationship between frequency of training and commitment. Finally, results showed that when holding constant frequency of training, individuals high in commitment reported a lesser intention to leave compared to those low in commitment. Results were significant when individual differences were entered as a moderator in the relationship between frequency of training and commitment. As a first stage moderated mediation model is understood, this finding indicated that the indirect effect of frequency of training on turnover intention through commitment was moderated by individual differences. Additional results indicated that the same individual differences were also moderators in the relationship between commitment and turnover intention.","Submission original under an indefinite embargo labeled 'Open Access'. The submission was exported from vireo on 2020-08-25 without embargo terms","The student, Raghida Abdallah Yassine, accepted the attached license on 2019-12-20 at 11:44.","The student, Raghida Abdallah Yassine, submitted this Dissertation for approval on 2019-12-20 at 11:52.","This Dissertation was approved for publication on 2019-12-20 at 16:51.","DSpace SAF Submission Ingestion Package generated from Vireo submission #14836 on 2020-08-25 at 17:03:00","Made available in DSpace on 2020-08-26T21:53:53Z (GMT). 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