To survive in highly competitive business environment organizations are focusing on\r\ncapitalizing its human recourses. These resources are very difficult to imitate and\r\ncombination with other resources also help to gain edge over competitors. The objective of\r\nour study is to investigate relationship of two most important perceptions of training with\r\naffective commitment. These perceptions of training include perceived availability of training\r\nand perceived supervisor support for training. Later on we investigate relationship of\r\naffective commitment with employee turnover intentions. For this purpose questionnaire\r\nwere considered as a tool to get responses from telecom and banking sector of Pakistan. Total\r\n150 questionnaires were distributed and 123 useful questionnaires were received at a\r\nresponse rate of 82%. Statistical tools that used to analyze the relationships were Pearson\r\nmoment quotient and linear regression. The result shows significant positive association of\r\nboth training perceptions with affective commitment. The finding also shows significant\r\nnegative association of affective commitment with employee turnover intention. This study\r\nhelps managers to understand training-attitude-organizational performance relationship.
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