The Influence of Training on Organisational Commitment in a Utility Company in Ghana: The Moderating Role of Organisational Justice

Abstract

The practice of training has been ongoing in Electricity Company of Ghana, a utility company in Ghana. However, complaints of poor customer attitude and general uproar still exist against the company. The purpose of the study was to explore the influence of training on organisational commitment (affective, continuance and normative commitment) while assessing the moderating role of organisational justice among employees of ECG. Cross-sectional survey design was adopted with the quantitative approach to elicit responses from respondents. A total of 349 respondents were sampled using convenient and purposive sampling methods. Descriptive statistics, correlation and hierarchical regression were used to test the research hypotheses in order to achieve the research objectives. The findings showed that training had a significant positive relationship with organisational commitment and its three components (AC, CC and NC). Organisational justice also moderated the relationship between training and organisational commitment with its three components by enhancing the significant positive association. The results of the study have implications for theory and practice. It confirms the significant positive relationship between training and organisational commitment. It also contributes to literature on the moderating role of organisational justice within the relationship of training and organisational commitment. Practically, organisations must consider fairness procedures in their work systems because fairness perceptions are considered by employees in their dealings with the organisation. Training of an employee also boosts the commitment level thereby reducing turnover and enriching the skills and of individual.