TY - JOUR
T1 - The impact of employee perceptions of training on organizational commitment and turnover intentions : a study of multinationals in the Chinese service sector
AU - NEWMAN, Alexander
AU - THANACOODY, Rani
AU - HUI, Wendy
PY - 2011/8/1
Y1 - 2011/8/1
N2 - This study examines the impact of employee perceptions of training on organizational commitment, and the latter's relationship with turnover intentions. Structured equation modelling is conducted on survey data from 437 Chinese employees of five multinational enterprises operating in the Chinese service sector. The results of the survey are consistent with social exchange theory. They highlight the importance of training as a tool to enhance the affective organizational commitment of employees, and reduce turnover. The findings differ from that of previous studies in non-Chinese settings. No evidence was found to indicate that motivation to learn and the perceived benefits of training impact on the organizational commitment of employees. This may be explained by three factors: the involuntary nature of employee training, the limited career development opportunities on offer to local employees of multinational enterprises and the difficulty employees face in applying learnt skills given cultural differences. The implications for research and practice are discussed.
AB - This study examines the impact of employee perceptions of training on organizational commitment, and the latter's relationship with turnover intentions. Structured equation modelling is conducted on survey data from 437 Chinese employees of five multinational enterprises operating in the Chinese service sector. The results of the survey are consistent with social exchange theory. They highlight the importance of training as a tool to enhance the affective organizational commitment of employees, and reduce turnover. The findings differ from that of previous studies in non-Chinese settings. No evidence was found to indicate that motivation to learn and the perceived benefits of training impact on the organizational commitment of employees. This may be explained by three factors: the involuntary nature of employee training, the limited career development opportunities on offer to local employees of multinational enterprises and the difficulty employees face in applying learnt skills given cultural differences. The implications for research and practice are discussed.
KW - China
KW - multinational enterprises
KW - organizational commitment
KW - training
KW - turnover intentions
UR - https://www.scopus.com/inward/record.uri?eid=2-s2.0-79957798405&doi=10.1080%2f09585192.2011.565667&partnerID=40&md5=d5e162ce7ae2c85f07cdd9858c832212
U2 - 10.1080/09585192.2011.565667
DO - 10.1080/09585192.2011.565667
M3 - Journal Article (refereed)
VL - 22
SP - 1765
EP - 1787
JO - International Journal of Human Resource Management
JF - International Journal of Human Resource Management
SN - 0958-5192
IS - 8
ER -