The Relationship between Employee Attitude Towards Training and Employee Retention in Telecommunication

  • Siaw Cheau Jwu
  • Zaiton Hassan
  • Siti Mariam Abdullah
  • Mark Edmund Kasa

Abstract

The objective of this study is to identify the relationship between employee attitude towards
training (accessibility of training, social support for training and benefits of training) and
employee retention in the telecommunication industry in Kuching. Eighty employees responded
to the self-administered questionnaire. Simple random sampling was used to carry
out the study. Data was analysed using Pearson Correlation Coefficient and Multiple Regression.
Only social support for training had a significant and positive relationship to retention.
Thus, it is recommended that managers and supervisors support employees in attending
training as well as provide opportunities for employees to apply what they had learned in
training as it will influence retention in the organization.


Keywords: Retention; accessibility to training; social support for training; benefits of training

References

Aguenza, B. B., & Som, A. P. M. (2012). Motivational Factors of Employee Retention and Engagement in Organizations. International Journal of Advances in Management and Economics, 1(6), 88-95.

Aguinis, H. & Kraiger, K. (2009). Benefits of training and development for individuals and teams, organizations, and society. Annual Review of Psychology, 60, 451-474.

Alhassan, J. U. (2011). The relationship between employee perceptions of training, organizational commitment and their impact on turnover intentions: A survey of selected SMMEs in the Cape Metropole area. (Unpublished master’s thesis). University of Technology, Cape Peninsula, South Africa.

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.

Alnaqbi, W. (2011). The relationship between human resource practices and employee retention in public organizations: An exploratory study conducted in the Unitd Arab Emirates. (Unpublished doctoral dissertation). Edith Cowan University, Australia. Retrieved from http://ro.ecu.edu.au/theses/424/

Angela, G. (2014). Effects of training on employee performance: A case study of United Nations support office for the African union mission in Somalia. (Unpublished master’s thesis). United States International University, Nairobi, Kenya.

Anis, A., Rehman, I. U., Nasir, A., & Safwan, N. (2011). Employee retention relationship to training and development: a compensation perspective. African Journal of Business Management, 5(7), 2679-2685. Retrieved from

http://www.academicjournals.org/journal/AJBM/article-abstract/ED1BF8F29150

Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. 13th Edition. UK: Ashford Colour Press Ltd.

Bartlett, K. R. (2001). The relationship between training and organizational commitment: a study in the health care field. Human Resource Development Quarteyly, 12(4), 335-353.

Bashir, N., & Choi, S. L. (2015). The relationship between training and organizational commitment among academicians in Malaysia. Journal of Management Development, 34(10), 1227-1245.

Beth, P., Hamman, M. K., Piszczek, M. M., Ruhm, C. J. (2015). The relationship between establishment training and the retention of older workers: evidence from Germany. National Bureau of Economic Research. Retrieved from

http://www.nber.org/papers/w21746.pdf

Bitsch, V., & Hogberg, M. (2004). Employee retention: components of job satisfaction of green industry employees. Selected paper prepared for presentation at the American Agricultural Economics Association Annual Meeting, Denver, Colorado. Retrieved from https://ageconsearch.umn.edu/bitstream/20281/1/sp04bi01.pdf

Boomer Authority. (2009). Competitive Strategies for a World Class Workforce. Retrieved from http://boomerauthority.ning.com

Bratton, J., & Gold, J. (2003). Human Resource Management, Theory and Practice. New York: Palgrave Macmillan.

Bulut, C., & Culha, O. (2010). The effects of organizational training on organizational commitment. International Journal of Training and Development, 15(1), 309-322.

Byrne, D. (2010). An exploration of the relationship between induction and employee commitment. (Unpublished degree’s thesis). National College of Ireland, Dublin.

Chen, M. (2014). The effect of training on employee retention. International Conference on Global Economy, Commerce and Service Science (pp. 356 359). Fuzhou, China: Atlantis Press.

Coetzee, M., & Schreuder, D. (2013). Personnel Psychology: An Applied Perspective. South Africa: Oxford University Press.

Curtis, S., & Wright, D. (2001). Retaining employees - the fast track to commitment. Management Research News, 24(8), 59–64.

Das, B. L., & Baruah, M. (2013). Employee retention: a review of literature. Journal of Business and Management, 14(2), 8-16.

Dias, A., & Silva, R. (2016). Organizational training and organizational commitment: a literature review and conceptual framework. International Journal of Innovative Science, Engineering & Technology, 3(1), 387-399.

Edralin, M. D. (2011). Training and Development Practices of Large Philippines Companies. Asia Pacific Business Review, 17(2), 225-239.

Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L. & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87, 565-573.

Eketu, C. A., & Edeh, F. O. (2015). Social intelligence and employee intention to stay. International Journal of Novel Research in Marketing Management and Economics, 2 (1), 27-34.

Employee retention remains a key challenge in Malaysia. (2015). Retrieved from https://www.towerswatson.com/en/Press/2015/01/Employee-Retention-Remains-A- Key-Challenge-in-Malaysia

Essays, UK. (2013). Employee turnover and retention in Malaysia Management Essay. Retrieved from https://www.ukessays.com/essays/management/employee-turnover-and-retention-in-malaysia-management-essay.php?cref=1

Feldman, D. (2000). The Dilbert syndrome: How employee cynicism about ineffective management is changing the nature of careers in organizations. American Behavioral Scientist, 43, 1286-1301.

Godden, B. (2004). Sample size formulas. Journal of Statistics, 3, 66.

Haimi, N. F., Ahmad, R., Abdullah Bandar, N. F., Abdullah, S. M., Sumilan, H., & Shminan, A. S. (2016). The relationship between non-financial compensation factors with employees retention in a selected hotel industry. Journal of Cognitive Sciences andHuman Development. 2(1), 49-60.

Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The Motivation to Work. 2nd Edition. New York: John Wiley & Sons.

Irshad, M. (2011). Factors affecting employee retention: Evidence from literature review. Journal of Social Sciences. 4(1), 84-102.

Isimoya, A. O., & Bakarey, B. E. (n. d.). Employee’s perception of training and development opportunities and employee’s intention to quit. (Unpublished master’s thesis). Lagos State University, Nigeria.

Ismail, H. N. (2015). Training and organizational commitment: exploring the moderating role of goal orientation in the Lebanese context. Journal of Human Resource Development International, 19(2), 152-177.

Jahanzeb, K., Rasheed, A., & Rasheed, M. F. (2013). Organizational commitment and turnover intentions: impact of employee’s training in private sector of Saudi Arabia. International Journal of Business and Management, 8(8), 79-90.

Kyndt, E., Dochy, F., Michielsen, M., & Moeyaert, B. (2009). Employee retention: organizational and personal perspective, 2, 195. Retrieved from https://doi.org/10.1007/s12186-009-9024-7

Madera, J. M., Steele, S. T. & Beier, M. (2011). The temporal effect of training utility perceptions on adopting a trained method: The role of perceived organizational support. Human Resource Development Quarterly, 22(1), 69-86.

Maliku, M. K. (2014). The perceived relationship between employee retention and organizational performance at national oil corporation of Kenya. (Unpublished master’s thesis). University of Nairobi, Nairobi, Kenya.

Mapelu, I. C., & Jumah, L. (2013). Effect of training and development on employee turnover in selected medium sized hotels in Kisumu city, Kenya. Journal of Tourism, Hospitality and Sports, 1, 43-48.

Mathew, G. A., & Zacharias, S. (n. d.). Employee benefits from training and organizational commitment – a review. Mahatma Gandhi University, Tamil Nadu, India.

Mulder, M. (2001). Customer satisfaction with training programs. Journal of European Industrial Training, 25(6), 321-331.

Muetswa, R., & Ortlepp, K. (2011). Contributing factors to potential turnover in a sample of South African management-level employees. Acta Commercii, 13-29.

Nabi, M. N., Syduzzaman, M., Munir, M. S. (2016). The impact of human resource management practices on job performances: A case study of Dhaka Bank Private Limited, Bangladesh. Human Resouce Management Research, 6(2), 45-54.

Nassazi, A. (2013). Effects of training on employee performance: evidence from Uganda. (Unpublished master’s thesis). University of Applied Sciences, Uganda, East Africa.

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. International Journal of Human Resource Management, 22(8), 1765-1787.

Ng, E. C. H., Lam, Z. H., Kumar, R., Ramendran, C., & Kadiresan, V. (2012). An effectiveness of human resource management practices on employee retention in institute of higher learning: A regression analysis. International Journal of Business Research and Management, 3(2), 60-79.

Ramlan, W. K., Yusoff, R., & Pazim, K. H. (2013). Where do telecommunication industry in Malaysia stand? An evidence from SWOT analysis. Proceedings of the 6th International Conference of the Asian Academy of Applied Business (AAAB), Sabah, Malaysia. Retrieved from http://www.ums.edu.my/fpep/files/ECO06_2013.pdf

Riaz, A., & Idrees, R. N. (2013). Employees belief regarding training benefits and organizational commitment: A case in banking sector of Pakistan. Journal of Scientific Research, 16(3), 310-318.

Salau, O. P., Falola, H. O., & Akinbode, O. (2014). Induction and staff attitude towards retention and organizational effectiveness. Journal of Business and Management, 16(4), 47-52.

Sinha, C., & Sinha, R. (2012). Factors affecting employee retention: a comparative analysis of two organizations from heavy engineering industry. European Journal of Business and Management. 4(3), 145-162.

Slight drop in revenue growth seen for telcos. (2017, July 17). The Star Online. Retrieved from https://www.thestar.com.my/business/business-news/2017/07/17/slight-drop-in-revenue-growth-seen-for-telcos/

Terera, S. R., & Ngirande, H. (2014). The impact of training on employee job satisfaction and retention among administrative staff members: a case of a selected tertiary institution. Journal of Social Science, 29(1), 43-50.

The Statistics Portal. (2018). Number of smartphone users in Malaysia from 2015 to 2022. Retrieved from https://www.statista.com/statistics/494587/smartphone-users-in malaysia/

Thomas, Kenneth W. (2000). Intrinsic motivation at work—Building energy andcommitment. San Francisco: Berrett-Koehler.

Tiwari, Ishani. (2015). An analysis of the factors affecting employee retention and turnover in the Irish hospitality industry. (Unpublished master’s thesis). National College of Ireland, Ireland.

Walker, J.W. (2001), “Zero defections?”, Human Resource Planning, 24(1), 6-8.

Yeong, E. (2017, July 20). Average job turnover for a person is two-and-a-half-years. The Sun Daily. Retrieved from http://www.thesundaily.my/news/2017/07/20/average-job turnover-person-2%C2%BD-years

Published
2018-11-01
How to Cite
Jwu, S. C., Hassan, Z., Abdullah, S. M., & Kasa, M. E. (2018). The Relationship between Employee Attitude Towards Training and Employee Retention in Telecommunication. Journal of Cognitive Sciences and Human Development, 4(1), 1-14. https://doi.org/10.33736/jcshd.1052.2018