THE IMPACT OF EMPLOYEE TRAINING: A CONCEPTUAL FRAMEWORK
Keywords:
Employee training, employee performance, employee creativity, organizational commitment
Abstract
Purpose - The purpose of this paper is to present a conceptual framework of employee training. Design/methodology/approach – Based on a review of existing literature, this study presents a conceptual framework that explain the impact of employee training (ET) on employee performance (EP), employee creativity (EC) and organizational commitment (OC). Findings – Based on several reviewed literature and theory, there are three propositions that this study proposes: 1) There is a positive relationship between ET and EP, 2) there is a positive relationship between ET and EC, 3) there is a positive relationship between ET and OC. Practical implications – The present findings show that training is a valuable technique for employees and organizations as a whole. Keywords – Employee training, employee performance, employee creativity, organizational commitmentReferences
Abasilim, U. D., Gberevbie, D. E., & Osibanjo, O. A. (2019). Leadership styles and employees’ commitment: Empirical evidence from Nigeria, 1-15. 10.1177/2158244019866287.
Aguinis, H. & Kraiger, K. (2009). Benefits of training and development for individuals and teams, organizations, and society. Annual Review of Psychology, 60, 451-474.
Al-Emadi, M. A. S. & Marquardt, M. J. (2007). Relationship between employees’ beliefs regarding training benefits and employees’ organizational commitment in a petroleum company in the state of Qatar. International Journal of Training and Development, 11(1), 49-70.
Allen, N. J. & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18. 10.1111/j.2044-8325.1990.tb00506.x.
Allen, N. J. & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of Vocational Behavior, 49, 252- 276.
Amabile, T. M. (1997). Motivating creativity in organizations. California Management Review. 40(1), 42.
Amabile, T. M. (1998). How to kill creativity. Harvard Business Review, 76(5), 77-87.
Amin, A., Saeed, R., & Lodhi, R. N. (2013). The impact of employees training on the job performance in education sector of Pakistan. Middle-East Journal of Scientific Research, 17(9), 1273–1278.
Bambacas, M. (2010). Organizational handling of careers influences managers’ organizational commitment. Journal of Management Development, 29(9), 807-827.
Barney, J. B. (1991). Firm resource and sustained competitive advantage. Journal of Management, 17(1), 99–120.
Bartel, A. P. (2000). Measuring the employer's return on investment in training: Evidence from the literature. Industrial Relations, 39(3), 502-24.
Bartlett, K. R. (2001). The relationship between training and organizational commitment: A study in the health care field. Human resource Development Quarterly, 12(4), 335-352.
Beheshtifar, M. & Kamani-Fard, F. (2013), Organizational creativity: A substantial factor to growth. International Journal of Academic Research in Business and Social Sciences, 3(3), 102.
Beheshtifar, M. & Zare, E. (2013). Employee creativity: A compulsory factor in organizations. Interdisciplinary Journal of Contemporary Research in Business, 5(2), 242-247.
Blau, P. M. (1964). Exchange and Power in Social Life. Wiley.
Bulut, C. & Culha, O. (2010). The effects of organizational training on organizational commitment. International journal of training and development, 14(4), 309-322.
Carmeli, A. & Freund, A. (2004). Work commitment, job satisfaction, and job performance: An empirical investigation. International Journal of Organization Theory and Behavior, 7(3), 289–309. 10.1108/IJOTB-07-03-2004-B001.
Cho, J., Laschinger, H. K., & Wong, C. (2006). Workplace empowerment, work engagement and organizational commitment of new graduate nurses. Nursing Leadership, 19(3), 43-60.
Clapham, M. M. (2000). Employee creativity: The role of leadership. The Academy of Management Executive, 14(3), 138-139. http://dx.doi.org/10.5465/ame.2000.4474568.
Combs, J., Liu, Y., Hall, A., & Ketchen, D. (2006). How much do high-performance work practices matter? A meta-analysis of their effects on organizational performance. Personnel Psychology, 59(3): 501-528.
Cook, K. S. & Emerson, R. M. (1987). Social exchange theory. SAGE.
Danish, R. Q., Ramzan, S., & Ahmad, F. (2013). Effect of perceived organizational support and work environment on organizational commitment; mediating role of self-monitoring. Advances in Economics and Business, 1(4), 312-317.
Dias, Á. & Silva, R. (2016). Organizational training and organizational commitment: A literature review and conceptual development. International Journal of Innovative Science, Engineering & Technology, 3(1), 387-399.
Eddleston, K. A. (2009). The effects of social comparisons on managerial career satisfaction and turnover intentions. Career Development International, 14(1), 87-110
Elnaga, A. & Imran, A. (2013). The effect of training on employee performance. European Journal of Business and Management, 5(4), 137-147.
Forgionne, G. & Newman, J. (2007). An experiment on the effectiveness of creativity enhancing decision-making support systems. Decision of Support Systems, 42, 2126.
Ghorbanhosseini, M. (2012). Analysis of team working on organizational commitment in Safa Industrial Group in Iran. International Journal of Engineering and Science, 1(3), 22-25.
Hafeez, U. & Akbar, W. (2015). Impact of training on employees performance: Evidence from pharmaceutical companies in Karachi, Pakistan. Business Management and Strategy, 6(1), 49-64.
Halawi, A. & Haydar, N. (2018). Effects of training on employee performance: A case study of Bonjus and Khatib & Alami companies. International Humanities Studies, 5(2).
Hanaysha, J. (2016). Examining the effects of employee empowerment, teamwork, and employee training on organizational commitment. Procedia-Social and Behavioral Sciences, 229, 298-306.
Huang, W. & Jao, Y. (2016). Comparison of the influences of structured on-the-job training and classroom training approaches on trainees’ motivation to learn. Human Resource Development International, 19(2), 116-134.
Jawaad, M., Amir, A., Bashir, A., & Hasan, T. (2019). Human resource practices and organizational commitment: The mediating role of job satisfaction in emerging economy. Cogent Business & Management, 6(1), 1-22. 10.1080/23311975.2019.1608668.
Jun, M., Cai, S., & Shin, H. (2006). TQM practice in maquiladora: Antecedents of employee satisfaction and loyalty. Journal of operations management, 24(6), 791-812.
Karim, F. & Rehman, O. (2012). Impact of job satisfaction, perceived organizational justice and employee empowerment on organizational commitment in semi-government organizations of Pakistan. Journal of Business Studies Quarterly, 3(4), 92-104.
Kenney et al, (1992) Management Made East (1st ed.). Omron Publishers.
Khalid, A., Khalid, S., Waseem, A., Farooqi, Y. A., & Nazish, A. (2015). Relationship between organizational commitment, employee engagement, and career satisfaction: A case of University of Gujrat. European Journal of Business and Social Science, 3(11), 172-183. http://www.ejbss.com/recent.aspx-/.
Kinicki, A. & Kreitner, R. (2007). Organizational Behavior. McGrawHill.
Kiweewa, S. B. & Asiimwe, S. B. (2014). Does training influence employee performance in regulatory organizations in Uganda: Empirical evidence from UCC. Merit Research Journal of Business and Management, 2(2), 21–29.
Koster, F. (2011). Able, willing, and knowing: The effects of HR practices on commitment and effort in 26 European countries. The International Journal of Human Resource Management, 22(14), 2835–2851.10.1080/09585192.2011.599946.
Lakra, N. (2016). Assessment of employee training: the case of steel industry in India. IUP Journal of Management Research, 15(4), 59-75.
Locke, E. A. & Latham, G. P. (1990). A theory of goal setting & task performance. Prentice-Hall, Inc.
Malhotra, N., Budhwar, P. & Prowse, P. (2007). Linking rewards to commitment: An empirical investigation of four UK call centres. International Journal of Human Resource Management, 18(12), 2095-2128.
Meyer, J. P. & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review. 1(1), 61–89. 10.1016/1053-4822(91)90011-Z.
Meyer, J. P. & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. SAGE.
Nassazi, A. (2013). Effects of training on employee performance: Evidence from Uganda.
Nawaz, M. S., Hassan, Ghozali, M., Hassan, Saad, Shaukat, Sadia, Asadullah, & Ali, M. (2014). Impact of employee training and empowerment on employee creativity through employee engagement: Empirical evidence from the manufacturing sector of Pakistan. Middle - East Journal of Scientific Research. 19, 593-601. 10.5829/idosi.mejsr.2014.19.4.13618.
Newman, A., Thanacoody, R. & Hui, W. (2011). The impact of employee perceptions of training on organizational commitment and turnover intentions: a study of multinationals in the Chinese service sector. The International Journal of Human Resource Management, 22(8), 1765-1787.
Nguyen, T. H. & Aida, G. (2014). Factors that influence consumer purchasing decision of privat label food products [Unpublished master thesis]. School of Business Society and Engineering. https://www.diva-portal.org/smash/get/ diva2:705384/FULLTEXT01.pdf.
Nkosi, S. M. (2015). Effects of training on employee commitment, retention and performance: A case study of a Local Municipality in South Africa. European Journal of Business and Management, 7(15), 104-108.
Oldham, G. R. & Cummings, A. (1996). Employee creativity: Personal and contextual factors at work. Academy of Management Journal, 39(3): 607-634.
Onyango, J. W. & Wanyoike, D. M. (2014). Effects of training on employee performance: a survey of health workers in Siaya County, Kenya. European Journal of Material Sciences, 1(1), 11-15.
Ottenbacher, M. & Harrington, R. J. (2007). The innovation development process of Michelin-starred chefs. International Journal of Contemporary Hospitality Management, 19, 444–460.
Pirola-Merlo A. & Mann L (2004). The relationship between individual creativity and team creativity: Aggregating across people and time. Journal of Organizational Behavior, 25, 236.
Purcell, J. (2000). Comptroller and auditor general report on value for money examination, department of finance training and development in the civil service. Government of Ireland. Report No: 38. http://audgen.gov.ie/documents/vfmreports/TrainDev.pdf.
Rawashdeh, A. M. & Tamimi, S. A. (2019). The impact of employee perceptions of training on organizational commitment and turnover intention: An empirical study of nurses in Jordanian hospitals. European Journal of Training and Development.
Sahoo, C. K., Behera, N., & Tripathy, S. K. (2010). Employee empowerment and individual commitment: An analysis from integrative review of research. Employment Relations Record, 10(1), 40-56.
Sahoo, R. & Sahoo, C. K. (2018). Employer-employee relations in a state-owned power sector undertaking: An analysis. Industrial and Commercial Training, 50(8), 369-379. 10.1108/ICT-11-2017-0094.
Sawithri. L. D., Nishanthi, H. M., & Amarasinghe, K. G. (2017). The impact of employer-employee relations on employee commitment: A case from Sri Lanka. Kelaniya Journal of Human Resource Management, 12(2), 174-192. 10.4038/kjhrm.v12i2.38.
Schuler, R. S. & MacMillan, I. C. (1984). Gaining competitive advantage through human resource management practices. Human Resource Management, 23(3), 241-255.
Scott, G., Leritz, L. E., Mumford, M. D. (2004). The effectiveness of creativity training: A quantitative review. Creativity Research Journal, 16, 361-388.
Sendawula, K., Kimuli, S. N., Bananuka, J., & Muganga, G. N. (2018). Training, employee engagement and employee performance: Evidence from Uganda’s health sector. Cogent Business & Management, 5(1).
Shalley, C. E., Gilson, L. L., & Blum, T. C. (2000). Matching creativity requirements and the work environment: Effects on satisfaction and intentions to leave. Academy of Management Journal 43, 215-223.
Shu-Rung, L. & Chun-Chieh, H. (2017). A study of impact on - job training on job performance of employees in catering industry. International Journal of Organizational Innovation, 9(3), 125-138.
Simonton, D. K. (1977). Creative productivity, age, and stress: A biographical time-series analysis of ten classical composers. Journal of Personality and Social Psychology, 35, 791-804.
Singh, R. & Mohanty, M. (2012). Impact of training practices on employee productivity: A comparative study. Inter-science Management Review (IMR), 2, 2231-1513.
Tanova, C. & Nadiri, H. (2005). Recruitment and training policies and practices: The case of turkey as an EU candidate. Journal of European Industrial Training, 29(9), 694–711.
Tarasco, J. A. & Damato, N. A. (2006). Build a better career path: Your future depends on how well you cultivate your staff. Journal of Accountancy, 201(5), 37.
Truitt, D. L. (2011). The effect of training and development on employee attitude as it relates to training and work proficiency, 1-13. SAGE.
Wadhwa, D. S. & Verghese, M. (2015). Impact of employee empowerment on job satisfaction and organizational commitment: An empirical investigation with special reference to selected cement industry in Chhattisgarh. International Journal in Management and Social Science, 3(3), 280-286.
West, R. & Turner, L. (2007). Introducing communication theory. McGraw Hill.
Woodman, R. W., Sawyer, J. E., & Griffin, R. W. (1993). Toward a theory of organizational creativity. Academy of Management Review, 18, 293-321.
Wright, P. & Geroy, D. G. 2001. Changing the mindset: The training myth and the need for word-class performance. International Journal of Human Resource Management 12(4), 586–600.
Zhao, Y., Chen, R., Wang, B., Wu, T., Huang, Y. & Guo, A. (2014). General practice on-the job training in Chinese urban community: A qualitative study on needs and challenges. PLOS ONE, 9(4), 1-11.
Zhou, J. & Shalley, C. E. (2008). Handbook of organizational creativity. Taylor & Francis.
Aguinis, H. & Kraiger, K. (2009). Benefits of training and development for individuals and teams, organizations, and society. Annual Review of Psychology, 60, 451-474.
Al-Emadi, M. A. S. & Marquardt, M. J. (2007). Relationship between employees’ beliefs regarding training benefits and employees’ organizational commitment in a petroleum company in the state of Qatar. International Journal of Training and Development, 11(1), 49-70.
Allen, N. J. & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18. 10.1111/j.2044-8325.1990.tb00506.x.
Allen, N. J. & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of Vocational Behavior, 49, 252- 276.
Amabile, T. M. (1997). Motivating creativity in organizations. California Management Review. 40(1), 42.
Amabile, T. M. (1998). How to kill creativity. Harvard Business Review, 76(5), 77-87.
Amin, A., Saeed, R., & Lodhi, R. N. (2013). The impact of employees training on the job performance in education sector of Pakistan. Middle-East Journal of Scientific Research, 17(9), 1273–1278.
Bambacas, M. (2010). Organizational handling of careers influences managers’ organizational commitment. Journal of Management Development, 29(9), 807-827.
Barney, J. B. (1991). Firm resource and sustained competitive advantage. Journal of Management, 17(1), 99–120.
Bartel, A. P. (2000). Measuring the employer's return on investment in training: Evidence from the literature. Industrial Relations, 39(3), 502-24.
Bartlett, K. R. (2001). The relationship between training and organizational commitment: A study in the health care field. Human resource Development Quarterly, 12(4), 335-352.
Beheshtifar, M. & Kamani-Fard, F. (2013), Organizational creativity: A substantial factor to growth. International Journal of Academic Research in Business and Social Sciences, 3(3), 102.
Beheshtifar, M. & Zare, E. (2013). Employee creativity: A compulsory factor in organizations. Interdisciplinary Journal of Contemporary Research in Business, 5(2), 242-247.
Blau, P. M. (1964). Exchange and Power in Social Life. Wiley.
Bulut, C. & Culha, O. (2010). The effects of organizational training on organizational commitment. International journal of training and development, 14(4), 309-322.
Carmeli, A. & Freund, A. (2004). Work commitment, job satisfaction, and job performance: An empirical investigation. International Journal of Organization Theory and Behavior, 7(3), 289–309. 10.1108/IJOTB-07-03-2004-B001.
Cho, J., Laschinger, H. K., & Wong, C. (2006). Workplace empowerment, work engagement and organizational commitment of new graduate nurses. Nursing Leadership, 19(3), 43-60.
Clapham, M. M. (2000). Employee creativity: The role of leadership. The Academy of Management Executive, 14(3), 138-139. http://dx.doi.org/10.5465/ame.2000.4474568.
Combs, J., Liu, Y., Hall, A., & Ketchen, D. (2006). How much do high-performance work practices matter? A meta-analysis of their effects on organizational performance. Personnel Psychology, 59(3): 501-528.
Cook, K. S. & Emerson, R. M. (1987). Social exchange theory. SAGE.
Danish, R. Q., Ramzan, S., & Ahmad, F. (2013). Effect of perceived organizational support and work environment on organizational commitment; mediating role of self-monitoring. Advances in Economics and Business, 1(4), 312-317.
Dias, Á. & Silva, R. (2016). Organizational training and organizational commitment: A literature review and conceptual development. International Journal of Innovative Science, Engineering & Technology, 3(1), 387-399.
Eddleston, K. A. (2009). The effects of social comparisons on managerial career satisfaction and turnover intentions. Career Development International, 14(1), 87-110
Elnaga, A. & Imran, A. (2013). The effect of training on employee performance. European Journal of Business and Management, 5(4), 137-147.
Forgionne, G. & Newman, J. (2007). An experiment on the effectiveness of creativity enhancing decision-making support systems. Decision of Support Systems, 42, 2126.
Ghorbanhosseini, M. (2012). Analysis of team working on organizational commitment in Safa Industrial Group in Iran. International Journal of Engineering and Science, 1(3), 22-25.
Hafeez, U. & Akbar, W. (2015). Impact of training on employees performance: Evidence from pharmaceutical companies in Karachi, Pakistan. Business Management and Strategy, 6(1), 49-64.
Halawi, A. & Haydar, N. (2018). Effects of training on employee performance: A case study of Bonjus and Khatib & Alami companies. International Humanities Studies, 5(2).
Hanaysha, J. (2016). Examining the effects of employee empowerment, teamwork, and employee training on organizational commitment. Procedia-Social and Behavioral Sciences, 229, 298-306.
Huang, W. & Jao, Y. (2016). Comparison of the influences of structured on-the-job training and classroom training approaches on trainees’ motivation to learn. Human Resource Development International, 19(2), 116-134.
Jawaad, M., Amir, A., Bashir, A., & Hasan, T. (2019). Human resource practices and organizational commitment: The mediating role of job satisfaction in emerging economy. Cogent Business & Management, 6(1), 1-22. 10.1080/23311975.2019.1608668.
Jun, M., Cai, S., & Shin, H. (2006). TQM practice in maquiladora: Antecedents of employee satisfaction and loyalty. Journal of operations management, 24(6), 791-812.
Karim, F. & Rehman, O. (2012). Impact of job satisfaction, perceived organizational justice and employee empowerment on organizational commitment in semi-government organizations of Pakistan. Journal of Business Studies Quarterly, 3(4), 92-104.
Kenney et al, (1992) Management Made East (1st ed.). Omron Publishers.
Khalid, A., Khalid, S., Waseem, A., Farooqi, Y. A., & Nazish, A. (2015). Relationship between organizational commitment, employee engagement, and career satisfaction: A case of University of Gujrat. European Journal of Business and Social Science, 3(11), 172-183. http://www.ejbss.com/recent.aspx-/.
Kinicki, A. & Kreitner, R. (2007). Organizational Behavior. McGrawHill.
Kiweewa, S. B. & Asiimwe, S. B. (2014). Does training influence employee performance in regulatory organizations in Uganda: Empirical evidence from UCC. Merit Research Journal of Business and Management, 2(2), 21–29.
Koster, F. (2011). Able, willing, and knowing: The effects of HR practices on commitment and effort in 26 European countries. The International Journal of Human Resource Management, 22(14), 2835–2851.10.1080/09585192.2011.599946.
Lakra, N. (2016). Assessment of employee training: the case of steel industry in India. IUP Journal of Management Research, 15(4), 59-75.
Locke, E. A. & Latham, G. P. (1990). A theory of goal setting & task performance. Prentice-Hall, Inc.
Malhotra, N., Budhwar, P. & Prowse, P. (2007). Linking rewards to commitment: An empirical investigation of four UK call centres. International Journal of Human Resource Management, 18(12), 2095-2128.
Meyer, J. P. & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review. 1(1), 61–89. 10.1016/1053-4822(91)90011-Z.
Meyer, J. P. & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. SAGE.
Nassazi, A. (2013). Effects of training on employee performance: Evidence from Uganda.
Nawaz, M. S., Hassan, Ghozali, M., Hassan, Saad, Shaukat, Sadia, Asadullah, & Ali, M. (2014). Impact of employee training and empowerment on employee creativity through employee engagement: Empirical evidence from the manufacturing sector of Pakistan. Middle - East Journal of Scientific Research. 19, 593-601. 10.5829/idosi.mejsr.2014.19.4.13618.
Newman, A., Thanacoody, R. & Hui, W. (2011). The impact of employee perceptions of training on organizational commitment and turnover intentions: a study of multinationals in the Chinese service sector. The International Journal of Human Resource Management, 22(8), 1765-1787.
Nguyen, T. H. & Aida, G. (2014). Factors that influence consumer purchasing decision of privat label food products [Unpublished master thesis]. School of Business Society and Engineering. https://www.diva-portal.org/smash/get/ diva2:705384/FULLTEXT01.pdf.
Nkosi, S. M. (2015). Effects of training on employee commitment, retention and performance: A case study of a Local Municipality in South Africa. European Journal of Business and Management, 7(15), 104-108.
Oldham, G. R. & Cummings, A. (1996). Employee creativity: Personal and contextual factors at work. Academy of Management Journal, 39(3): 607-634.
Onyango, J. W. & Wanyoike, D. M. (2014). Effects of training on employee performance: a survey of health workers in Siaya County, Kenya. European Journal of Material Sciences, 1(1), 11-15.
Ottenbacher, M. & Harrington, R. J. (2007). The innovation development process of Michelin-starred chefs. International Journal of Contemporary Hospitality Management, 19, 444–460.
Pirola-Merlo A. & Mann L (2004). The relationship between individual creativity and team creativity: Aggregating across people and time. Journal of Organizational Behavior, 25, 236.
Purcell, J. (2000). Comptroller and auditor general report on value for money examination, department of finance training and development in the civil service. Government of Ireland. Report No: 38. http://audgen.gov.ie/documents/vfmreports/TrainDev.pdf.
Rawashdeh, A. M. & Tamimi, S. A. (2019). The impact of employee perceptions of training on organizational commitment and turnover intention: An empirical study of nurses in Jordanian hospitals. European Journal of Training and Development.
Sahoo, C. K., Behera, N., & Tripathy, S. K. (2010). Employee empowerment and individual commitment: An analysis from integrative review of research. Employment Relations Record, 10(1), 40-56.
Sahoo, R. & Sahoo, C. K. (2018). Employer-employee relations in a state-owned power sector undertaking: An analysis. Industrial and Commercial Training, 50(8), 369-379. 10.1108/ICT-11-2017-0094.
Sawithri. L. D., Nishanthi, H. M., & Amarasinghe, K. G. (2017). The impact of employer-employee relations on employee commitment: A case from Sri Lanka. Kelaniya Journal of Human Resource Management, 12(2), 174-192. 10.4038/kjhrm.v12i2.38.
Schuler, R. S. & MacMillan, I. C. (1984). Gaining competitive advantage through human resource management practices. Human Resource Management, 23(3), 241-255.
Scott, G., Leritz, L. E., Mumford, M. D. (2004). The effectiveness of creativity training: A quantitative review. Creativity Research Journal, 16, 361-388.
Sendawula, K., Kimuli, S. N., Bananuka, J., & Muganga, G. N. (2018). Training, employee engagement and employee performance: Evidence from Uganda’s health sector. Cogent Business & Management, 5(1).
Shalley, C. E., Gilson, L. L., & Blum, T. C. (2000). Matching creativity requirements and the work environment: Effects on satisfaction and intentions to leave. Academy of Management Journal 43, 215-223.
Shu-Rung, L. & Chun-Chieh, H. (2017). A study of impact on - job training on job performance of employees in catering industry. International Journal of Organizational Innovation, 9(3), 125-138.
Simonton, D. K. (1977). Creative productivity, age, and stress: A biographical time-series analysis of ten classical composers. Journal of Personality and Social Psychology, 35, 791-804.
Singh, R. & Mohanty, M. (2012). Impact of training practices on employee productivity: A comparative study. Inter-science Management Review (IMR), 2, 2231-1513.
Tanova, C. & Nadiri, H. (2005). Recruitment and training policies and practices: The case of turkey as an EU candidate. Journal of European Industrial Training, 29(9), 694–711.
Tarasco, J. A. & Damato, N. A. (2006). Build a better career path: Your future depends on how well you cultivate your staff. Journal of Accountancy, 201(5), 37.
Truitt, D. L. (2011). The effect of training and development on employee attitude as it relates to training and work proficiency, 1-13. SAGE.
Wadhwa, D. S. & Verghese, M. (2015). Impact of employee empowerment on job satisfaction and organizational commitment: An empirical investigation with special reference to selected cement industry in Chhattisgarh. International Journal in Management and Social Science, 3(3), 280-286.
West, R. & Turner, L. (2007). Introducing communication theory. McGraw Hill.
Woodman, R. W., Sawyer, J. E., & Griffin, R. W. (1993). Toward a theory of organizational creativity. Academy of Management Review, 18, 293-321.
Wright, P. & Geroy, D. G. 2001. Changing the mindset: The training myth and the need for word-class performance. International Journal of Human Resource Management 12(4), 586–600.
Zhao, Y., Chen, R., Wang, B., Wu, T., Huang, Y. & Guo, A. (2014). General practice on-the job training in Chinese urban community: A qualitative study on needs and challenges. PLOS ONE, 9(4), 1-11.
Zhou, J. & Shalley, C. E. (2008). Handbook of organizational creativity. Taylor & Francis.
Published
2026-08-31
How to Cite
Mandey, C. (2026). THE IMPACT OF EMPLOYEE TRAINING: A CONCEPTUAL FRAMEWORK. Curve Elasticity: Jurnal Pendidikan Ekonomi, 7(2), 32-45. https://doi.org/10.57094/jpe.v7i2.5570
Section
Articles
