The relationship between perceived training and development and employee retention: the mediating role of work attitudes

Purpose The purpose was to examine the mediating role of employee competencies in the relationship between human resource development (HRD) practices and organizational effectiveness. Design/methodology/approach Data were collected through questionnaire from 550 employees of the selected banks. The author tested four hypotheses Findings The results confirmed Hypothesis One, indicating training and development have a big influence on employee competencies. There was also support for Hypothesis Two, revealing employee involvement influences employee competencies. But the results did not support Hypothesis Three, which stated that career development has a significant influence on employee competencies. Finally, there was support for Hypothesis Four, which said HRD practices influence organizational effectiveness through the mediating role of employee competencies. Originality/value The author chose to focus on the banking sector because of its significance to a country’s economy. A further justification was that similar studies have focused on Western banks and there is a paucity of research into HRD practices in the West African banking industry. More broadly, there have been very few studies of the mediating processes through which HR practices impact performance.

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IMPACT OF SAFETY HEALTH ENVIRONMENT ON EMPLOYEE RETENTION IN PHARMACEUTICAL INDUSTRY: MEDIATING ROLE OF JOB SATISFACTION AND MOTIVATION

IBT Journal of Business Studies ◽

10.46745/ilma.jbs.2016.12.01.13 ◽

2016 ◽

Vol 12 (1) ◽

Author(s):

Saad Salman ◽

Keyword(s):

Job Satisfaction ◽

Pharmaceutical Industry ◽

Employee Retention ◽

Employee Motivation ◽

Mediating Effect ◽

Mediating Role ◽

Pharmaceutical Firms ◽

The Relationship ◽

Practical Implications

Purpose: This study analyzes how employee retention is influenced by factors like safety health environment, job satisfaction and motivation. Methodology/Sampling: This research is quantitative in nature, where 250 survey questionnaires have been distributed within the employees of pharmaceutical industry in Pakistan. SPSS and AMOS have been utilized to analyze the direct and mediating effect of variables. Findings: This study confirms that employee retention is a significant outcome of safety health environment. Moreover, the levels of job satisfaction and employee motivation equally mediate the relationship between safety health environment and employee retention. Practical implications: The findings of this paper suggest that the pharmaceutical firms in Pakistan and specifically in Lahore should foster the health protection policies, and in turn it would help enhance the satisfaction and motivation of staff, resulting in the retention of capable employees.

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The relationship of social capital with objective career success: the case of Tunisian bankers

Journal of Management Development ◽

10.1108/jmd-09-2018-0257 ◽

2019 ◽

Vol 38 (2) ◽

pp. 74-86

Author(s):

Emna Gara Bach Ouerdian ◽

Nizar Mansour

Keyword(s):

Social Capital ◽

Career Success ◽

Training And Development ◽

Network Resources ◽

Content Type ◽

Mediating Role ◽

Relationship Of ◽

The Impact ◽

The Relationship

PurposeAlthough much research has investigated the impact of social capital on objective career success, the process through which this relation is established remains under-explored. In addition, studies conducted in the Middle East and North Africa region are scarce. The purpose of this paper is to examine and potentially bridge these gaps.Design/methodology/approachData were collected via survey from 348 Tunisian bankers. Path analysis using AMOS was used to explore the relationships between mentoring received, network resources training and development and objective career success. For testing the mediating hypotheses, the authors employed bootstrapping.FindingsResults support the conjecture that social capital is useful for career success. The authors found that when the employees receive mentoring, they seem to develop more instrumental network resources, and consequently they have wider access to training and development, which, in turn, will be related to better promotion outcomes. However, expressive network resources were not related to objective career success, and training and development did not mediate the relationship between these network resources and career success.Originality/valueTo the authors’ knowledge, this is one of the first studies to explore the relationship between social capital and objective career success in the Tunisian context. This paper also reveals the mediating role of training and development in the above relationship. These findings add to the cross-cultural literature on careers.

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The Effect of Work Fulfilment on Job Characteristics and Employee Retention: Gen Y Employees

Global Business Review ◽

10.1177/0972150918778912 ◽

2018 ◽

Vol 21 (2) ◽

pp. 313-327

Author(s):

Koon Vui-Yee ◽

Khoo Paggy

Keyword(s):

Employee Retention ◽

Job Characteristics ◽

Self Determination Theory ◽

Self Determination ◽

Future Research ◽

Gen Y ◽

Mediating Role ◽

Klang Valley ◽

The Relationship

Job characteristics are considered a contributing factor for the retention of employees at work, but the mechanism behind this relationship remains unclear. The current study aimed to analyse work fulfilment as mediators and age among Generation Y (Gen Y) as moderators of the relationship between task and knowledge characteristics and employee retention based on self-determination theory (SDT). Data were collected from 153 Gen Y employees in Klang Valley, Malaysia and analysed using partial least squares (PLS). The results supported the predicted mediating role of work fulfilment with gender and educational level as control variables. Various ages among Gen Y have no differences within the studied relationships. Implications, limitations of these findings and directions for future research are further discussed to improve the retention of employees in the workplace.

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Coping Humor as a Mediator Between Emotional Intelligence and Job Satisfaction

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000185 ◽

2017 ◽

Vol 16 (3) ◽

pp. 155-159 ◽

Cited By ~ 4

Author(s):

Peizhen Sun ◽

Jennifer J. Chen ◽

Hongyan Jiang

Keyword(s):

Job Satisfaction ◽

Emotional Intelligence ◽

Future Research ◽

Satisfaction Scale ◽

Primary School Teachers ◽

Mediating Role ◽

Regulation Of Emotion ◽

The Relationship ◽

Overall Job Satisfaction

Abstract. This study investigated the mediating role of coping humor in the relationship between emotional intelligence (EI) and job satisfaction. Participants were 398 primary school teachers in China, who completed the Wong Law Emotional Intelligence Scale, Coping Humor Scale, and Overall Job Satisfaction Scale. Results showed that coping humor was a significant mediator between EI and job satisfaction. A further examination revealed, however, that coping humor only mediated two sub-dimensions of EI (use of emotion and regulation of emotion) and job satisfaction. Implications for future research and limitations of the study are discussed.

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