The influence of training on employee’s work commitment and performance

Abstract

Training helped people to learn how to be more effective at work by modifying knowledge, skills or attitudes through learning experience to achieve effective performance. Human resource theory supports the significance of training in which it is considered as one of the processes in achieving organizational goals by attracting and maintaining employees, and also managing them effectively. Prior studies suggested that training is a significant predictor of employees’ work commitment and performance. Results of prior empirical studies also suggested that training comprised four dimensions namely training commitment, training needs assessment, training contents and delivery approaches, and training evaluation. This research attempted to contribute additional empirical evidence on the influence of training on employee’s work commitment and performance. In particular, this study examined the role of training in determining the employee’s work commitment and performance in Malaysia. One hundred and eighty two employees in Malaysia were surveyed for this purpose. The results of this study revealed that training commitment, training needs assessment, training contents and delivery approaches, and training evaluation positively and significantly influence the employee’s work commitment and performance. Training commitment and training evaluation were found to be more important dimensions of training in affecting employee’s work commitment and performance. Keywords: training, work commitment, employee’s performance