The Role of Perceived Training Effectiveness in Shaping Employees Commitment: Insight from Pakistani Organizations

This research aimed to examine the impact of training variables (access to training, motivation for training and perceived benefits of training) on organizational commitment of employees. Previous empirical research shows a strong and positive association between these three training variables and organizational commitment. Structural equation modeling technique is carried out on survey data from 200 workers employed in various industries in Lahore, Pakistan. Self-report measures including organizational commitment (Newman et al., 2011), access to training (Dhar, 2015), motivation for training (Bulut & Culha, 2010) and perceived benefits of training (Dhar, 2015) were employed to evaluate the research variables. The results were consistent with the social exchange theory. Multiple regression model results show that all training variables combined had a significant positive association with organizational commitment. The variables: access to training and motivation for training also had a strong favorable relationship with organizational commitment. The findings differ for perceived benefits for training which showed positive but insignificant relationship with organizational commitment. This may be due to the struggle employees go through in implementing the learnt skills, receive promotion or limited career opportunities. Implications for analyst and modern human resource specialists are presented to thrive the workers to apply organizational training elements towards encouraging workers engagement.