The Relationship between Job Training and Job Satisfaction

2012 ◽  
pp. 197-206
Author(s):  
Steven W. Schmidt
Keyword(s):  
Job Satisfaction ◽  
Job Training ◽  
Training Programs ◽  
Training And Development ◽  
Workplace Training ◽  
Employee Behavior ◽  
Review Of Literature ◽  
Training Methodology ◽  
Training Satisfaction ◽  
The Relationship

As stand-alone concepts, job satisfaction and job training have each been researched extensively. However, encouraged by researchers who have found a myriad of effects of job training on employee behavior in the workplace, the concepts of job training and job satisfaction are being examined together. Results of many studies indicate that the effects of job training go beyond those that might be considered traditional, that is, the acquisition of knowledge, the improvement of skill, and the increasing of efficiency in the workplace. This review of literature looks at the relationship between job training and job satisfaction, and also examines the concept of job training satisfaction. It has been found that the research on the relationship between these two concepts can be categorized as follows: job training satisfaction as a measured construct, workplace and employee studies, training methodology studies, perception and meaning, and additional outcomes. Training and development practitioners must be aware of the relationship between job training and job satisfaction when planning and promoting workplace training programs.

The Relationship between Job Training and Job Satisfaction

2010 ◽  
Vol 1 (2) ◽  
pp. 19-28 ◽  
Author(s):  
Steven W. Schmidt
Keyword(s):  
Job Satisfaction ◽  
Job Training ◽  
Training Programs ◽  
Training And Development ◽  
Workplace Training ◽  
Employee Behavior ◽  
Review Of Literature ◽  
Training Methodology ◽  
Training Satisfaction ◽  
The Relationship

As stand-alone concepts, job satisfaction and job training have each been researched extensively. However, encouraged by researchers who have found a myriad of effects of job training on employee behavior in the workplace, the concepts of job training and job satisfaction are being examined together. Results of many studies indicate that the effects of job training go beyond those that might be considered traditional, that is, the acquisition of knowledge, the improvement of skill, and the increasing of efficiency in the workplace. This review of literature looks at the relationship between job training and job satisfaction, and also examines the concept of job training satisfaction. It has been found that the research on the relationship between these two concepts can be categorized as follows: job training satisfaction as a measured construct, workplace and employee studies, training methodology studies, perception and meaning, and additional outcomes. Training and development practitioners must be aware of the relationship between job training and job satisfaction when planning and promoting workplace training programs.

The mediating role of job satisfaction in the relationship between job training satisfaction and turnover intentions

2016 ◽  
Vol 48 (1) ◽  
pp. 42-52 ◽  
Author(s):  
Wen-Rou Huang ◽  
Chih-Hao Su
Keyword(s):  
Job Satisfaction ◽  
Management Practices ◽  
Turnover Intentions ◽  
Job Training ◽  
Negative Relationship ◽  
Content Type ◽  
Training Satisfaction ◽  
Employees Satisfaction ◽  
The Relationship

Purpose – The purpose of this paper is to examine the relationship among job training satisfaction (JTS), job satisfaction (JS) and turnover intention (TI) and moreover, the role of JS in the relationship between the JTS and TI. Design/methodology/approach – A survey was used in this study for a sample size of 115. The principal component analysis was carried out to examine the factors in JTS and JS. The regression and mediation analyses were applied to assess the relationship among the JTS, JS and TI. Findings – A significantly negative relationship between JTS and TI was found and mediated by JS. The paper also suggests that JS is positively related to JTS but is negatively related to TI, which is in accordance with what have been reported in the earlier studies. Practical implications – This study reinforced the significance of job training in human resource management practices. The employees’ satisfaction with job training that would lead to higher JS and lower TIs was emphasized. Therefore, it becomes important for HRD professionals to consider both the delivery of the training to the employees and the employees’ satisfaction with the training approach when designing the training program. Originality/value – While many different variables have been studied in the relationship with TI, the JTS is rarely discussed. This paper attempts to examine the relationship among JTS, JS and TI with addition of new insights.

Psychological Empowerment and Job Satisfaction: A Meta-analytic Review

2021 ◽  
pp. 097226292199435
Author(s):  
Jain Mathew ◽  
Sridevi Nair
Keyword(s):  
Systematic Review ◽  
Job Satisfaction ◽  
Psychological Empowerment ◽  
Meta Analysis ◽  
Direct Relation ◽  
Review Of Literature ◽  
Organizational Settings ◽  
Analytic Review ◽  
The Relationship ◽  
Intervening Variables

Studies in the area of psychological empowerment have been on the rise since early 1990s. Given the large amount of information available, the researchers aim to consolidate findings, in order to arrive at a deeper understanding of the concept and its relation to job satisfaction of employees in organizations. The researchers have identified 50 studies, set in varied cultural and organizational settings. The data from these studies form the basis of the analysis in this paper. A meta-analysis of the findings of the chosen studies was conducted. This is followed by a systematic review of literature, to identify a few probable intervening variables that modify the relationship. The findings of the analysis suggest that the direct relation between psychological empowerment and job satisfaction is positive, strong and statistically significant. The study supports the validity of one of the earliest models explaining the relation. The paper establishes that the direct relation between psychological empowerment and job satisfaction is strong, positive and significant. The variations in the strength of the relationship is due to the presence of certain intervening variables like culture, age, educational qualification and experience.

scholarly journals Training Cum Development and Productivity of Workers in Nigeria Agip Oil Company, Port Harcourt, Rivers State

2021 ◽  
Vol 4 (4) ◽  
pp. 49-67
Author(s):  
Porbari M.B. ◽  
Barinem W.G.
Keyword(s):  
Significant Relationship ◽  
Job Training ◽  
Relevant Literature ◽  
Training And Development ◽  
Causal Connection ◽  
Cross Sectional ◽  
Port Harcourt ◽  
On The Job Training ◽  
The Relationship ◽  
Oil Company

This study investigated the relationship between training and development and productivity of workers of Nigeria Agip Oil Company, Port Harcourt. A review of relevant literature revealed that intellectual response to the issue focused on the relationship between training and productivity in other work organizations and also excludes managerial development. They also failed to specify the method of training, and omitted the development of managers in connection to workers’ productivity. This enabled the researchers to identify the gap in knowledge on this area of research, taking cognizance of the various training and development methods, such as on-the-job, off-the-job trainings and development of managers. In the bid to investigate the relationship between the variables, four research questions and four hypotheses were posed to guide the study. Human capital theory was utilized in the clarification and explanation of the causal connection between the study variables. Simple random and random samplings were adopted. The sample size of 316 was determined with the aid of Taro Yamane Statistics, from the population figure of 1500. The study adopted cross-sectional research design and generated data through survey. Data were generated through the questionnaire and analysed using percentage, while chi-square (X2) statistics was applied to test the hypotheses. The study concluded that there is significant relationship between on-the-job training, off-the-job training, development of managers and productivity of Nigeria Agip Oil Company, Port Harcourt respectively. It also found significant relationship between training and development of workers and inducement by the acquired knowledge and skills to look for better jobs in other organizations. The study thus recommended regular on-the-job training, regular off-the-job training and development of managers, amongst others. The study thus established that training and development significantly cause workers’ productivity in Nigeria Agip Oil Company in Port Harcourt.

Changing the training paradigm for learning: A model of human capital development

2018 ◽  
Vol 29 (8) ◽  
pp. 1455-1481 ◽  
Author(s):  
Felipe Alves Calábria ◽  
Fagner José Coutinho de Melo ◽  
Andre Philippi Gonzaga de Albuquerque ◽  
Taciana de Barros Jerônimo ◽  
Denise Dumke de Medeiros
Keyword(s):  
Human Capital ◽  
Organizational Context ◽  
Training And Development ◽  
Development Programs ◽  
Employee Behavior ◽  
Internal Resources ◽  
Capital Development ◽  
The Relationship ◽  
A Company ◽  
Innovation Processes

This article presents the Tetrahedron of Innovation Processes model that aims to diagnose, through the understanding and analysis of the three vertices, areas that need improvements in training to generate a change in knowledge. The present research is intended to show the managers of a company in the energy sector the relationship between training and development programs and how their application can help the organization to design an organizational context orienting human behavior towards activities of learning and innovation. The model can be used to understand the relationship between capacity and internal resources on the influence of employee skills in information processing, creativity, and critical thinking by encouraging employee behavior, guiding a flow of knowledge to the company. Given the context, the model was able to ponder and classify the main aspects that must be improved for the development of human capital in the company studied and can help to find significant solutions for the necessary improvements to occur. With this, the article brings a paradigm shift in training and learning that will aid in the development of human knowledge.

scholarly journals The Impact of Training and Development on Employee Performance and Productivity: An Empirical Study on Private Bank of Noakhali Region in Bangladesh

2021 ◽  
pp. 1-18
Author(s):  
Fatema Akter Jeni ◽  
. Momotaj ◽  
Md. Al-Amin
Keyword(s):  
Job Satisfaction ◽  
Banking Sector ◽  
Job Training ◽  
Employee Performance ◽  
Human Resources Management ◽  
Training And Development ◽  
Working Environment ◽  
Private Bank ◽  
Private Banking ◽  
The Impact

Human Resources Management literature regards training as the bloodstream of any organization because the success of an organization to achieve its objectives and goals highly depends on its workforce. For this reason, organizations should invest in employees’ training to enhance their performance and that of an organization. Nonetheless, some organizations regard training as an unnecessary expenditure and always cut training budgets to improve their financial standing to the detriment of their employees’ welfare because that action incapacitates staff to adapt to the ever-changing working environment and uncertain conditions on account of, inter alia, rapid technological innovation and organizational change. This study employed stratified sampling technique to draw a sample of 60 employees from a population of 70 employees through self-administered questionnaire to examine the impact of training on employees’ performance, employee’s motivation and job satisfaction in the banking sector in Private bank  of Noakhali region in Bangladesh. This results show that the mean for on the job training and development located from 3.23 to 4.4 and for off the job training and development from 2.36 to 4.05. The overall impact of training and development from the perspective of employees of private banking sector in Noakhali region has mean and standard deviation respectively 3.54 and 0.95 in total. This result indicates that training and development has a high impact on the employee’s performance and productivity in the perspective of employees of private bank in Noakhali region. The findings of the study generally revealed that training not only increases employees’ performance but also positively affects employees’ motivation and job satisfaction within the  Private banking sector in Bangladesh Therefore, the banking sector in Bangladesh should regularly allocate resources for employees’ training based on identified skill gaps to sharpen employees’ skills, knowledge and abilities to capacitate them to cope with the ever-changing working environment and uncertain conditions and to improve their motivation and job satisfaction.

scholarly journals Training and Development

2010 ◽  
pp. 81-94
Author(s):  
Jay C. Thomas
Keyword(s):  
Training Programs ◽  
Training And Development ◽  
Employee Behavior

Chapter 7 covers the steps in developing training programs and the competencies and ethics of development activities, along with a discussion of how OBC psychologists work with organizations on problems related to dysfunctional employee behavior.

The relationship between work–life balance and job satisfaction: moderating role of training and development and work environment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Alex Aruldoss ◽  
Kellyann Berube Kowalski ◽  
Miranda Lakshmi Travis ◽  
Satyanarayana Parayitam
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Job Stress ◽  
Training And Development ◽  
Hierarchical Regression ◽  
Content Type ◽  
Job Commitment ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of this study is to investigate the relationship between work–life balance (WLB) and job stress, job commitment and job satisfaction. Further, the role of work environment and training and development as moderators in the relationship between WLB and its consequences is investigated.Design/methodology/approachUsing a structured survey instrument, this paper gathered data from 331 respondents working in a transportation company in southern part of India. After checking the psychometric properties of the structured survey instrument, the authors analyzed data using hierarchical regression and structural equation modeling.FindingsThe hierarchical regression results indicated that WLB is (1) negatively related to job stress, (2) positively related to job satisfaction and (3) positively related to job commitment. The results also indicated that (1) job stress is negatively related to job satisfaction, and (2) job commitment is positively related to job satisfaction. The results also support that work environment is a moderator in the relationship between (1) WLB and job stress, and (2) WLB and job satisfaction. Results also documented that training and development is a moderator in the relationship between (1) job stress and job satisfaction, and (2) job commitment and job satisfaction.Research limitations/implicationsSince the present research is based on self-report measures, the limitations of common method bias and social desirability are inherent. However, the authors have taken sufficient care to minimize these limitations. The research has implications for managers in work organizations.Practical implicationsThis study contributes to both literature on human resource management and practicing managers. The study suggests that employers need to be aware of the importance of WLB and invest moneys into training and development programs. Results also suggest maintaining congenial work environment to help employees maintain balance between work and life.Social implicationsThe study is expected to contribute to the welfare of the society in terms of identifying the consequences of WLB.Originality/valueThis study provides new insights about the consequences of WLB through moderating role of training and development and work environment. To the authors’ knowledge, this is a conceptual model developed and tested and first of its kind in India.

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