Training and development, turnover intention and job performance of academic staff in public universities of Pakistan

• Main Author: Hussain, Altaf
• Format: Thesis
• Language: English; English; English
• Published: 2019
• Subjects: H Social Sciences (General)
• Online Access: http://eprints.uthm.edu.my/52/1/24p%20ALTAF%20HUSSAIN.pdf; http://eprints.uthm.edu.my/52/2/ALTAF%20HUSSAIN%20COPYRIGHT%20DECLARATION.pdf; http://eprints.uthm.edu.my/52/3/ALTAF%20HUSSAIN%20WATERMARK.pdf; http://eprints.uthm.edu.my/52/

Employee turnover is a critical issue for organizations especially in academic sector. It undermines the efficiency and productivity of the organization. There is a need of looking at factors that affect this behavior of the workforce. Therefore, this study focuses on the relationship between training and development and turnover intention and job performance in academic settings. This study also identifies whether organizational commitment mediates the relationship between training and development and turnover intention and job performance. In order to have empirical evidences about these relationships, data were collected from academic staff employed at public sector universities in Pakistan using self-administered questionnaire. The collected data were analyzed using both descriptive and inferential statistics. Confirmatory factor analysis using structural equation modeling (SEM) was performed to measure the relationship between variables and to test the hypotheses related to the study. The results of the study reveal that training and development has a direct positive effect on organizational commitment and job performance and negative effect on turnover intention. The findings of the study also reveal that organizational commitment mediates the relationship between training and development and turnover intention and job performance. This study contributes to the body of knowledge by investigating the relationship between training and development and workplace attitudes incorporating four constructs of training and development, organizational commitment, turnover intention and job performance using one comprehensive research framework. This study also gives an insight to the policy makers in higher education sector about the availability of training and development opportunities which affect the performance of academic staff and in turn affect the effectiveness of universities as well. Future research should consider examining effects of training and development and its dimensions on different behavioral outcomes for which theoretical foundation is also available. Furthermore, in order to cross validate the model of the current study, it is recommended that this research should be carried out in different other settings.