The relationship of training and organizational commitment in One Korean organization

Abstract

Current international human resource management research has a strong focus on how organizations can improve employees' commitment to the organization. The benefits of a high level of organizational commitment have been widely researched and have supported the notion that strong commitment relates positively to a variety of desirable outcomes, including job satisfaction and performance, and to a decline in employees' motive to leave the organization. Training has been identified as an important HR intervention to contribute to one's organizational performance. The purpose of this study was to explore the relationship between training and organizational commitment in Korea. The respondents from this study were employees from a large Korean company, and a total of 269 employees participated in this research. Descriptive statistics and correlational and multiple regression analyses were used to answer the research questions. The findings showed that there was a positive relationship between the perceived benefits' of training, as measured by personal, career, and job related benefits, and both affective and normative organizational commitment. Among demographic factors, gender and perceived access to training were positively related to organizational commitment. However, there was no support for a relationship between perceived supervisor's support and organizational commitment. Only recognition for use of what employees learned from training showed a positive relationship with normative commitment. The results of this study clarified the relationship between training and organizational commitment in one Korean context. Theoretically, the results support the notion that cultural and economic changes in Korea have been reflected in the relationship between training and organizational commitment. A clear relationship between training and organizational commitment could help HRD practitioners to promote and communicate the benefits of training for those employees who expect benefits from their participation in training. In addition, HRD practitioners could develop more strategic approaches to link the outcomes of training to both individual and organizational benefits.