{"id":{"repo_id":"unt","oai_identifier":"info:ark/67531/metadc5202"},"canonical_url":"https://search.dev.ndltd.org/etd/unt/info:ark/67531/metadc5202","repository":{"repo_id":"unt","name":"University of North Texas","base_url":"https://digital.library.unt.edu/oai/"},"display":{"title":"The impact of organizational learning and training on multiple job satisfaction factors.","abstract":"This study explored benefits of providing employee training and development beyond the specific content covered in such interventions. The relationship between training and development opportunities, and associated factors (job satisfaction, organizational commitment, and turnover intent) were significant among participants. Implications for training and development investment returns are considered. Previous research has identified training and development as an antecedent to perceived organizational support. Results failed to confirm perceived organizational support as mediating the relationship between training and organizational commitment. Age was found to be significantly correlated with job satisfaction, organizational commitment, and turnover intent, while education level was not found to have an impact. Limitations of this study, practical implications and recommendations for further study are discussed.","abstract_html":"This study explored benefits of providing employee training and development beyond the specific content covered in such interventions. The relationship between training and development opportunities, and associated factors (job satisfaction, organizational commitment, and turnover intent) were significant among participants. Implications for training and development investment returns are considered. Previous research has identified training and development as an antecedent to perceived organizational support. Results failed to confirm perceived organizational support as mediating the relationship between training and organizational commitment. Age was found to be significantly correlated with job satisfaction, organizational commitment, and turnover intent, while education level was not found to have an impact. Limitations of this study, practical implications and recommendations for further study are discussed.","abstract_has_math":false,"creators":["Barcus, Sydney Anne"],"institution":"University of North Texas","degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":["Beyerlein, Michael","Guarnaccia, Charles A."],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2007,"date_issued":"2007-12","date_published":"2007-12","updated_at":"2026-07-24T05:35:09Z","subjects":["job satisfaction","turnover","organizational support","training","employee development","ommitment","Organizational learning.","Employees -- Training of.","Job satisfaction.","Organizational commitment.","Labor turnover."],"languages":["English"],"rights":["Public","Copyright","Barcus, Sydney Anne","Copyright is held by the author, unless otherwise noted. 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Results failed to confirm perceived organizational support as mediating the relationship between training and organizational commitment. Age was found to be significantly correlated with job satisfaction, organizational commitment, and turnover intent, while education level was not found to have an impact. Limitations of this study, practical implications and recommendations for further study are discussed."]},{"key":"dc:format","label":"Dc Format","values":["Text"]},{"key":"dc:title","label":"Title","values":["The impact of organizational learning and training on multiple job satisfaction factors."]}]}],"canonical_facts":{"dc:contributor":["Beyerlein, Michael","Guarnaccia, Charles A."],"dc:creator":["Barcus, Sydney Anne"],"dc:date":["2007-12"],"dc:description":["This study explored benefits of providing employee training and development beyond the specific content covered in such interventions. The relationship between training and development opportunities, and associated factors (job satisfaction, organizational commitment, and turnover intent) were significant among participants. Implications for training and development investment returns are considered. Previous research has identified training and development as an antecedent to perceived organizational support. Results failed to confirm perceived organizational support as mediating the relationship between training and organizational commitment. Age was found to be significantly correlated with job satisfaction, organizational commitment, and turnover intent, while education level was not found to have an impact. 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