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Strategic training practices, effective organizational commitment, and turnover intention: the mediating role of psychological contract

This paper aims at determining the relationships among psychological contracts, affective organizational commitment, and three dimensions of personal needs assessment in strategic training (that is, motivation to learn, perceived support, and training attitudes). The study sample comprised 301 emplo...

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Main Authors: Anvari, Roya, Mohamad Amin, Salmiah, Wan Ismail, Wan Khairuzzaman, Ungku Ahmad, Ungku Norulkamar
Format: Article
Published: Academic Journals 2010
Subjects:
HD28 Management. Industrial Management
Online Access:http://eprints.utm.my/id/eprint/26611/
https://academicjournals.org/article/article1380700967_Anvari%20et%20al.pdf
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spelling my.utm.266112018-10-31T12:33:03Z http://eprints.utm.my/id/eprint/26611/ Strategic training practices, effective organizational commitment, and turnover intention: the mediating role of psychological contract Anvari, Roya Mohamad Amin, Salmiah Wan Ismail, Wan Khairuzzaman Ungku Ahmad, Ungku Norulkamar HD28 Management. Industrial Management This paper aims at determining the relationships among psychological contracts, affective organizational commitment, and three dimensions of personal needs assessment in strategic training (that is, motivation to learn, perceived support, and training attitudes). The study sample comprised 301 employees from universities of medical sciences in Iran. Multiple and simple linear regression and path analysis were used to test the direct and mediated relationships among the variables. The survey results further demonstrated that psychological contract is a partial mediator between strategic training practices and effective organizational commitment. This study highlights the importance of strategic need assessment in order to foster affective organizational commitment. These findings have important practical and theoretical implications. Firstly, managers will not be able to foster effective commitment through human resource practices unless they recognize and appreciate which needs are valued by employees. Secondly, the results provide evidence in favor of managerial interventions aimed at enhancing affective organizational commitment and, consequently, minimizing the negative effects of an actual turnover in the universities of medical sciences in Iran. Academic Journals 2010 Article PeerReviewed Anvari, Roya and Mohamad Amin, Salmiah and Wan Ismail, Wan Khairuzzaman and Ungku Ahmad, Ungku Norulkamar (2010) Strategic training practices, effective organizational commitment, and turnover intention: the mediating role of psychological contract. African Journal Of Business Management, 4 (15). 3391 -3405. ISSN 1993-8233 https://academicjournals.org/article/article1380700967_Anvari%20et%20al.pdf
institution Universiti Teknologi Malaysia
building UTM Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider Universiti Teknologi Malaysia
content_source UTM Institutional Repository
url_provider http://eprints.utm.my/
topic HD28 Management. Industrial Management
spellingShingle HD28 Management. Industrial Management
Anvari, Roya
Mohamad Amin, Salmiah
Wan Ismail, Wan Khairuzzaman
Ungku Ahmad, Ungku Norulkamar
Strategic training practices, effective organizational commitment, and turnover intention: the mediating role of psychological contract
description This paper aims at determining the relationships among psychological contracts, affective organizational commitment, and three dimensions of personal needs assessment in strategic training (that is, motivation to learn, perceived support, and training attitudes). The study sample comprised 301 employees from universities of medical sciences in Iran. Multiple and simple linear regression and path analysis were used to test the direct and mediated relationships among the variables. The survey results further demonstrated that psychological contract is a partial mediator between strategic training practices and effective organizational commitment. This study highlights the importance of strategic need assessment in order to foster affective organizational commitment. These findings have important practical and theoretical implications. Firstly, managers will not be able to foster effective commitment through human resource practices unless they recognize and appreciate which needs are valued by employees. Secondly, the results provide evidence in favor of managerial interventions aimed at enhancing affective organizational commitment and, consequently, minimizing the negative effects of an actual turnover in the universities of medical sciences in Iran.
format Article
author Anvari, Roya
Mohamad Amin, Salmiah
Wan Ismail, Wan Khairuzzaman
Ungku Ahmad, Ungku Norulkamar
author_facet Anvari, Roya
Mohamad Amin, Salmiah
Wan Ismail, Wan Khairuzzaman
Ungku Ahmad, Ungku Norulkamar
author_sort Anvari, Roya
title Strategic training practices, effective organizational commitment, and turnover intention: the mediating role of psychological contract
title_short Strategic training practices, effective organizational commitment, and turnover intention: the mediating role of psychological contract
title_full Strategic training practices, effective organizational commitment, and turnover intention: the mediating role of psychological contract
title_fullStr Strategic training practices, effective organizational commitment, and turnover intention: the mediating role of psychological contract
title_full_unstemmed Strategic training practices, effective organizational commitment, and turnover intention: the mediating role of psychological contract
title_sort strategic training practices, effective organizational commitment, and turnover intention: the mediating role of psychological contract
publisher Academic Journals
publishDate 2010
url http://eprints.utm.my/id/eprint/26611/
https://academicjournals.org/article/article1380700967_Anvari%20et%20al.pdf
_version_ 1643647809637842944
score 13.211869

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