The impact of organizational learning and training on multiple job satisfaction factors.

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.

Grantor dc:publisher

University of North Texas

Year dc:date

2007

Author dc:creator

• Barcus, Sydney Anne

Contributors dc:contributor

• Beyerlein, Michael
• Guarnaccia, Charles A.

• job satisfaction
• turnover
• organizational support
• training
• employee development
• ommitment
• Organizational learning.
• Employees -- Training of.
• Job satisfaction.
• Organizational commitment.
• Labor turnover.

Statement dc:rights

• Public
• Copyright
• Barcus, Sydney Anne
• Copyright is held by the author, unless otherwise noted. All rights reserved.

Language dc:language

English

Identifier

oclc: 227004231
https://digital.library.unt.edu/ark:/67531/metadc5202/
ark: ark:/67531/metadc5202

OAI identifier oai:identifier

info:ark/67531/metadc5202