RELATIONSHIP OF TRAINING AND LEARNING ON THREE EMPLOYEE RETENTION FACTORS: JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, AND TURNOVER INTENT AT BUSINESS SCHOOLS

Abstract

The main aim of the research is to explore the relationship of training and learning on three employee retention factors; job satisfaction, organizational commitment and turnover intent at business schools. The researcher has explored the employee retention factors at business schools of Karachi. The purpose of the research is when an employee is not satisfied with the amount of work or the workplace he or she intends to turn over the organization or is not loyal or committed to the organization, which is not good for the future of the organization. It is highly important for an organization to provide an adequate amount of training to its employee so that they can better serve their organization. This study indicates that whether the relationship of training and learning on the job satisfaction, organizational commitment and turnover and to what extent does it help for the organizations efficiency. The nature of the research is an explanatory research, as the researcher have selected the quantitative research method. The correlation research study helps to identify the relationship among the variables such as training and learning and its influence on employee retention factors. This research is based on the correlation analysis where the dependent variable is job satisfaction, organizational commitment, and turnover intent and the independent variable is training and learning. The researcher has used the convenience (non-probability) sampling technique as the respondents of the research are the faculty members of three universities/business schools such as Bahria University, Szabist, Iqra University and the total sample size is 300. The study proved that training and learning has a significant relationship on employee retention factors at business schools. The findings of this research are that the training has significant relationship with job satisfaction, but it has no significant relationship with organizational commitment and turnover intent. As whenever training is given to employee it helps employee in their career development and they learn new things from their work and they tend to be more satisfied with their job and it naturally increases their commitment level in the organization. The findings in this research concluded that the training has a significant relationship with employee retention factors. In the future the organization should keep their employees updated through training and learning.