Training effectiveness and employee outcomes: a study of an Australian manufacturing organization

Abstract

Purpose This study aims to investigate whether the impact of effectiveness of diversity training on affective commitment is different for men versus women and whether affective commitment mediates the relationship between effectiveness of diversity training and employee outcomes of turnover intention and job satisfaction. Design/methodology/approach The data were collected from 134 employees working in an Australian manufacturing organization by using an employee survey. Structural equation modeling was used to analyze the data using AMOS. Findings The results of this study support the proposed hypotheses, demonstrating a significant, indirect effect of effective diversity training on job satisfaction and turnover intention via affective commitment. Moreover, gender moderates the relationship between effective diversity training and affective commitment. Practical implications The findings suggest that organizations can enhance affective commitment and job satisfaction and reduce turnover intention by providing effective diversity training to employees. Gender of employees should also be considered when evaluating the effectiveness of training. Originality/value This study provides pioneering evidence of the following relationships: diversity training effectiveness and turnover intention via affective commitment; diversity training effectiveness and job satisfaction via affective commitment; and diversity training effectiveness and affective commitment for men versus women.

Impact of diversity training on employees and consumers: A review and research agenda

“…These works did not follow any protocol of scale development or literature (Caligiuri et al, 2001; Edmond, 2002; Hu et al, 2002; King et al, 2012; Sanchez‐Burks et al, 2007; Wurtz, 2014). Authors in the third category of articles used previously developed scales in their original form (Bhatti et al, 2019; Saira et al, 2020). Forth category of articles was made up of studies where previously developed scales were adapted to suit the context of the study (Kamal Abdien & Jacob, 2019; Ramalu et al, 2017).…”

“…These works did not follow any protocol of scale development or literature (Caligiuri et al, 2001;Edmond, 2002;Hu et al, 2002;King et al, 2012;Sanchez-Burks et al, 2007;Wurtz, 2014). Authors in the third category of articles used previously developed scales in their original form (Bhatti et al, 2019;Saira et al, 2020). Forth category of articles was made up of studies where A few unique data collection methods were also noticed in studies that involved giving participants hypothetical scenarios or pictures before recording their responses to relevant questionnaires (Buckner et al, 2014;Chung et al, 2017;Ehrke et al, 2014).…”

“…Review results demonstrate that 25 articles from the selection focused on internal factors of the employees (Table 1). Satisfaction (King et al, 2012;Saira et al, 2020;Thakur et al, 2016;Waight & Madera, 2011;Yap et al, 2010), commitment (Kang et al, 2015;Saira et al, 2020;Thakur et al, 2016;Yap et al, 2010), and cultural quotient (CQ; Kamal Abdien & Jacob, 2019; Kotsaga, 2015;MacNab, 2012;Rehg et al, 2012) (Ehrke et al, 2014) and inclusion values of the organization (Noon & Ogbonna, 2021), prejudices and internal motivation of the employees (Lindsey et al, 2015), confidence, and comfort of working with LGBTQ individuals (Israel et al, 2014), the turnover intention of minority employees (Waight & Madera, 2011), and intercultural relationships in the virtual teams (Sanchez-Burks et al, 2007).…”

“…Commitment (Kang et al, 2015;Saira et al, 2020;Thakur et al, 2016;Yap et al, 2010) Previous research has demonstrated that employee satisfaction and commitment are critically reflected in their interaction with consumers (Agyeiwaah et al, 2021;Brown & Lam, 2008;Jeon & Choi, 2012;Scotti et al, 2003). Furthermore, research has also established that employees' diversity intelligence (measured by CQ) impacts consumer interaction and satisfaction (Gaur et al, 2017;Netemeyer et al, 2010).…”

Increasing affective commitment and job satisfaction

“…In light of these issues, Saira et al (2021) conduct a survey of employees at an Australian manufacturing firm. The industry is one of the country’s largest for employment and has a higher percentage of migrant workers than other sectors.…”