Organizational Commitment and Turnover Intentions: Impact of Employee’s Training in Private Sector of Saudi Arabia

Abstract

The purpose of this paper is to investigate impacts of training on organizational commitment and turnover intentions in private sector of Saudi Arabia. The study seeks to focus the relationship between organizational commitment and turnover intentions of the employees. A literature review of organizational commitment and employee turnover provides the basis for the research model and hypotheses. A self-administered questionnaire was used, involving 251 respondents from leading private organizations of Saudi Arabia to collect data and testing the existing theory. The results provide strong support for the hypothesis that is the negative relationship between organizational commitment and turnover intention. Employees' training is significantly correlated with organizational commitment, turnover intentions and the commitment-turnover relationship.The sample was limited to private organization in Saudi Arabia. It may not be appropriate to generalize the findings across other populations or settings. However, the sample can be viewed as a representative case typical of many other organizations in the same industry. The results provides insight into the impact of organizational commitment on turnover intentions in the specific private sector of Saudi Arabia, which might benefit for managers and policy makers of the concerned organizations and in general for the whole sector. The paper studies the problems that exist in the private sector of Saudi Arabia.

Antecedents of Job Satisfaction and the Influence on Turnover Intention

“…This study showed if employees were committed to the organization, they would maintain membership in the organization and would not be looking for another job. This finding was consistent with the attribution theory which stated that the actions of employees doing the turnover intention could be sourced from employees' internal factors that was organizational commitment (Meyer et al, 2002;Salleh et al, 2012;Biantoro & Sihombing, 2012;Jehanzeb et al, 2013;Nazenin & Palupiningdyah, 2014;Saeed et al, 2014;Yasmin & Marzuki, 2015).…”

“…These results imply if the employees have a strong commitment to the organization, it will affect on the decrease of turnover intention (Meyer et al, 2002;Salleh et al, 2012;Haryokusumo, 2012;Biantoro & Sihombing, 2012;Jehanzeb et al, 2013;Oktaviani & Nurhayati, 2014;Saeed et al, 2014;Yasmin & Marzuki, 2015). Based on previous review studies and explanations, the third hypotheses proposed in this study is: H3: Organizational Commitment has negative effect on Turnover Intention…”

Performance Appraisal and Training and Development of Human Resource Management Practices (HRM) on Organizational Commitment and Turnover Intention

“…Previous studies proved training contributes to intangle results such as high organizational-based self esteem, enhanced organizational commitment and improved participant knowledge and ultimately could affect employee retention and enhance organizational effectiveness (Babu & Reddy, 2013;Jehanzeb et al, 2013;Armstrong, 2006;Ahmad & Bakar, 2003;Bartlett & Kang, 2004;). It is further supported by Ashar, Ghafoor, Munir, and Hafeez (2013) that organization required to manage training on employees with integrity which can enhance the commitments and prevent intention to leave.…”

“…It is reciprocal attitudes and behaviors from the employees based on their perception to the effort of the organization in improving their skills, competencies and providing them future development opportunities (Jehanzeb, Rasheed, & Rasheed, 2013;Dockel, Basson, & Coetzee, 2006). It is argued that employees tend to perceive that organization make investment in their training as sign of continuity in their jobs and in higher compensation based on human capital theory (Scheible & Bastos, 2013;Maurer & Rafuse, 2001).…”

The Relationship among Job Satisfaction, Organizational Commitment and Employees’ Turnover at Unilever Corporation in Nigeria

“…Turnover intention has been described as the last in a sequence of withdrawal cognitions, a set of cognitions include thinking of quitting and the intent to search for alternative employment. Turnover intention refers to an employee's intention to voluntarily leave an organization ( (Jehanzeb, Rasheed, & Rasheed, 2013). In this study, turnover intention is operationalised as employee's intention to voluntarily leave the Unilever Corporation.…”