The Effect of Training on Job Satisfaction and Organizational Commitment: An Empirical Analysis
Purpose – The purpose of this paper is to examine empirically the relationship of training opportunities with organizational commitment and job satisfaction in the manufacturing environment in the United States. Discovering how training opportunities contribute to organizational commitment and job satisfaction in US manufacturing organizations may lead to better retention of employees where the average annual turnover rate is about 22%. Design/methodology/approach - This empirical paper used a non-experimental design to test a proposed model based on a review of relevant literature. Working engineers in a manufacturing setting completed surveys capturing the constructs researched.
Findings - The findings of this research suggest that the training-opportunities variable was found to have a significant and positive relationship with job satisfaction. The training opportunities variable was found to have significant and positive relationship with affective and normative commitment but was significant and negative with continuance commitment. The results of this study indicate that age as a moderator would affect the strength of the association between training opportunities and all three types’ commitment for employees in the manufacturing sector. The positive and significant relationship between affective commitment and job satisfaction is in line with the results of Patrick & Sonia (2012) suggesting that job satisfaction will result in stronger feelings of obligation toward the organization.
Research limitations/implications – While this study offers insight into the effects of training opportunities on commitment and job satisfaction of manufacturing sector employees, the sample was limited to respondents who were working at a local manufacturing company in the Southeastern United States. Thus, these results may not represent the views of all employees in the manufacturing sector.
Practical Implications – To retain high-value employees it is important for a manufacturing organization to have an environment that provides training opportunities to enhance employment commitment and job satisfaction with their occupation.
Social Implications - These research findings provide evidence that manufacturing employee who feels as though they don’t receive appropriate training opportunities will be less motivated to better their respective organizations. In turn, these profitable organizations would not have resources to invest back in the community they operate in, negatively impacting the overall socio-economic fabric of local economy.
Originality/value – Although a considerable amount of research has been done evaluating the value of training, none of these studies link it to job satisfaction and three types of commitment. This contribution is also of special importance amid the recent criticism about the loss of US manufacturing jobs by prominent management scholars.
Keywords –Training Opportunities, Job Satisfaction, Commitment, Age, Manufacturing Sector