Influence of On-the-Job Training Effectiveness on Job Performance: The Mediating Role of Job Involvement and the Moderating Role of Perceived Organizational Support in IFMIS based Organizations

Abstract

Employee training programs have become the focus in order to improve performance in modern organizations, especially in more formalized public sector setting. This research investigates the effects of on-the-job training on employee performance using the mediating effects of job involvement and moderating effects of perceived organizational support (POS). Based on the human capital theory and social exchange theory, the research hypothesizes that, training enhances performance both directly and indirectly by increasing psychological involvement with work roles. Data were gathered using a quantitative research design where employees who work in an organization of the public sector were involved. On-the-job training and job involvement perceived organizational support and employee performance were measured using standardized and validated measurement scales. The hypotheses put forward were tested by the mediation and moderation analysis relying on the Hayes PROCESS macro of SPSS. The results indicate that on-the-job training contributes to employee performance in a significant positive manner. Moreover, job involvement was also determined to partly mediate the relations between training and performance and so showed that training improves performance through the enhanced psychological attachment and involvement of the employees with their jobs. The perceived organizational support in mediating between job involvement and employee performance was however not supported. This implies that in an organized organizational structure; performance results can be more affected by formal position and task needs than the perceived overall support of discretion. On the whole, the research can add to the current literature by shedding light on the psychological process of training performance impact and by elucidating the contextual role of organizational support. Human resource managers and policy implications are presented based on the need to create training programs that promote employee engagement as a way of attaining long-term performance gains.