The Role of Training in Facilitating Employees’commitment to Their Organisations

Abstract

Several studies have been conducted on training and organisational commitment in Western and Asian countries, but not much has been done in Sub-Saharan African countries, and particularly in the pensions industry in Ghana. This study fills this gap by conducting a theoretical analysis and empirical examination of the role of training in facilitating employees‘ commitment in the Ghanaian pensions industry. Additionally, the study contributes to human resource management practice regarding how organisations can elicit the commitment from their employees through the use of their training programmes. Particularly the study investigates the role training variables (availability of training, access to training, benefits from training and support for training) play in facilitating employees‘ commitment to their organisations. Based on the argument from literature the researcher predicted that the dimensions of training will have a significant relationship with employees‘ organisational commitment. Drawing on a sample size of 235 employees of SSNIT, the study tested the four hypotheses using correlation and linear regression. The findings indicate that motivation for training, access to organisational training, benefits from training and support for training had statistically significant and positive relationship with employees‘ organisational commitment. However, training benefits had the strongest impact on employees‘ organisational commitment. Therefore, organisations in Ghana can elicit the commitment of their employees through the design and implementation of training programmes that clearly communicate access to training, benefits to employees and support for those who enrol in such programmes.