The Impact of Training & Development on Work Engagement: A Study in the Banking Sector
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Ημερομηνία
2021-08-27
Συγγραφείς
Chovarda, Maria
Theriou, Georgios
Τίτλος Εφημερίδας
Περιοδικό ISSN
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Εκδότης
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Παραπομπή
Alfes, K., Shantz, A. D., Truss, C., & Soane, E. C. (2013). The link between human resource management practices, engagement and employee behaviour: a moderated mediation model”, The International Journal of Human Resource Management, 24 (2), 330-351.
Amigo I., Asensio E., Menéndez I., Redondo S., & Ledesma, JA. (2014). Working in direct contact with the public as a predictor of burnout in the banking sector. Psicothema. 26 (2), 222-6.
Bakker, A.B., & Leiter, M.P. (2010). Work Engagement: A Handbook of Essential Theory and Research. Psychology Press, Hove and New York, NY.
Benson, G.S., Finegold, D., & Mohrman, S.A. (2004). You paid for the skills, now keep them: tuition reimbursement and voluntary turnover. Academy of Management Journal, 47 (3), 315-31.
Brown, A.L. (1994). The Advancement of Learning. Educational Researcher, 23 (8), 4-12.
CIPD (2013). Focus on rebuilding trust in the City, Employee outlook survey report summer 2013, Retrieved from: https://www.cipd.co.uk/Images/employee-outlook_2013-summer-rebuilding-trust_tcm18-9604.pdf.
Crawford, E.R., LePine, J.A., & Rich, B.L. (2010). Linking job demands and resources to employee engagement and burnout: A theoretical extension and meta-analytic test, Journal of Applied Psychology, 95 (5), 834-848.
Cropanzano, R., & Mitchell, M.S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31 (6), 874-900.
Dachner, A. M., Ellingson, J.E., Noe, R.A. & Saxton, B.M. (2019). The future of employee development, Human Resource Management Review, In Press.
Demerouti, E., & Cropanzano, R. (2010). From thought to action: Employee work engagement and job performance, in: Bakker, A.B., Leiter, M.P. (Eds.), Work engagement: A handbook of essential theory and research, Psychology Press, pp. 147-163.
Dysvik, A., & Kuvaas, B. (2008). The relationship between perceived training opportunities, work motivation and employee outcomes. International Journal of Training and Development, 12 (3), 138-157.
Dysvik, A., Kuvaas, B., & Buch., R. (2016) Perceived investment in employee development and taking charge. Journal of Managerial Psychology, 31 (1), 50–60.
Fabrigar, R., & Wegener, T. (2011). Exploratory Factor Analysis (Understanding Statistics). Oxford University Press, UK: Oxford University Press.
Gomez-Mejia, L.R., Balkin, D.B. & Cardy, RL. (2013), Managing Human Resources, 7th edition, Pearson / Prentice Hall, New Jersey: Pearson / Prentice Hall.
Gong, Y., Chang, S., & Cheung, S.-Y. (2010). High performance work system and collective OCB: A collective social exchange perspective. Human Resource Management Journal, 20 (2), 119–137.
Grossman, R., & Salas, E. (2011). The transfer of training: what really matters. International Journal of Training and Development, 15 (2), 103-120.
Gruman, J.A., & Saks, A.M. (2011). Performance management and employee engagement. Human Resource Management Review, 21 (2), 123-136.
HBA Member & Associate Banks (2019) Greek banking system structure / Branch network and number of employees. Retrieved from https://www.hba.gr/4Statistika/UplPDFs/2020/2019-BranchNetworkPersonnelData.pdf
Heale, R., & Twycross, A. (2015). Validity and reliability in quantitative studies. Evidence-Based Nursing, 18 (4), pp. 66-67.
Henson, R.K., & Roberts, J.K. (2006). Use of Exploratory Factor Analysis in Published Research: Common Errors and Some Comment on Improved Practice. Educational and Psychological Measurement, 66 (3), 393-416.
Hughey, A.W., & Mussnug, K.J. (1997). Designing effective employee training programmes. Training for Quality, 5 (2), 52-57.
Jha, J.K., Pandey, J., & Varkkey, B. (2019). Examining the role of perceived investment in employees’ development on work-engagement of liquid knowledge workers: Moderating effects of psychological contract. Journal of Global Operations and Strategic Sourcing, 2 (2), 225-245.
Kahn, W.A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33 (4), 692-724.
Kehoe, R. R., & Wright, P. M. (2013). The impact of high performance human resource practices on employees’ attitudes and behaviors. Journal of Management, 39, 366–391.
Kuvaas, B. (2008). An Exploration of How the Employee-Organization Relationship Affects the Linkage Between Perception of Developmental Human Resource Practices and Employee Outcomes. Journal of Management Studies, 45 (1), 1-25.
Kuvaas, B., & Dysvik, A. (2009). Perceived investment in employee development, intrinsic motivation and work performance. Human Resource Management Journal, 19 (3), 217-236.
Lee, C.H., & Bruvold, N.T. (2003). Creating value for employees: Investment in employee development. The International Journal of Human Resource Management, 14 (6), 981-1000.
Lee, Y., Kwon, K., Kim, W., & Cho, D. (2016). Work engagement and career: Proposing research agenda through a review of literature. Human Resource Development Review, 15, 29–54.
Ling, L., Qing, T., & Shen, P. (2014). Can training promote employee organizational commitment? The effect of employability and expectation value. Nankai Business Review International, 5 (2), 162-86.
Luthans, F., Avey, J.B., Avolio, B.J., & Peterson, S.J. (2010). The Development and Resulting Performance Impact of Positive Psychological Capital. Human Resource Development Quarterly, 21 (1), 41-67.
Mauno, S., Kinnunen, U., & Ruokolainen, M. (2007). Job demands and resources as antecedents of work engagement: A longitudinal study. Journal of Vocational Behavior, 70 (1), 149–171.
Mondy, W.R. & Martocchio, J. (2010). Human Resource Management, 14th edition, Pearson, New Jersey.
McCauley, C.D., & Hezlett, S. A. (2001). Individual development in the workplace, in N. Anderson, D. S. Ones, H. K. Sinangil, & C. Viswesvaran (Eds.). Handbook of industrial, work & organizational psychology (pp. 313–335). Sage Publications, London.
Nelissen, J., Forrier, A., & Verbruggen, M. (2016). Employee development and voluntary turnover: Testing the employability paradox. Human Resource Management Journal, 27 (1), 152-168.
Nishii, L.H., Lepak, D.P., and Schneider, B. (2008). Employee Attributions of the “Why” of HR Practices: Their Effects on Employee Attitudes and Behaviors, and Customer Satisfaction. Personnel Psychology, 61, 503–545.
Noe, R.A. (2013). Employee training and development. 6th edition, McGraw-Hill, New York.
Pate, J., Martin, G., & Staines, H. (2000). Exploring the relationship between psychological contracts and organizational change: A process model and case study evidence. Strategic Change, 9(8), 481–493.
Rahman, W., & Nas, Z. (2013). Employee development and turnover intention: theory validation. European journal of training and development, 37 (6), 564-579.
Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21, 600–619.
Salanova, M., Agut, S., & Peiró, J.M. (2005). Linking Organizational Resources and Work Engagement to Employee Performance and Customer Loyalty: The Mediation of Service Climate, Journal of Applied Psychology, 90 (6), 1217-1227.
Salas, E., Tannenbaum, S.I., Kraiger, K., & Smith-Jentsch, K.A. (2012). The Science of Training and Development in Organizations: What Matters in Practice. Psychological Science in the Public Interest, 13 (2), 74-101.
Salas, E., Wilson, K.A., Priest, H.A., & Guthrie, J.W. (2006). Design, delivery, and evaluation of training systems, in Salvendy, G. (Ed.), Handbook of human factors and ergonomics. John Wiley & Sons, pp. 472-512.
Schaufeli, W.B., & Bakker, A.B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25 (3), 293-315.
Sommerville, K.L. (2007). Hospitality Employee Management and Supervision: Concepts and Practical Applications. John Wiley & Sons, Hoboken, New Jersey.
Sujatha, S., Chitra, M., Poonguzhali, Jahira Parveen, S. (2020). Antecedents on training and effectiveness among private and public sector banks in India. International Journal of Advanced Science and Technology, 29 (3), 4180-4187.
Sweetman, D., & Luthans, F. (2010). The power of positive psychology: psychological capital and work engagement, in: Bakker, A.B., & Leiter, M.P. (eds.), Work engagement: A handbook of essential theory and research, Psychology Press, 54-68.
Treven, S.J. (2003). International training: The training of managers for assignment abroad. Education & Training, 45 (8), 550-557.
Truitt, D.L. (2011), The Effect of Training and Development on Employee Attitude as It Relates to Training and Work Proficiency, SAGE Open, 1-13.
Truss, C., Alfes, K., Delbridge, R., Shantz, A., & Soane, E. (2013). Employee Engagement in Theory and Practice. Routledge, London and New York, NY: Routledge.
Tsui, A.S., Pearce, J.L., Porter, L.W., & Tripoli, A.M. (1997). Alternative Approaches to the Employee-Organization Relationship: Does Investment in Employees Pay Off?. Academy of Management Journal, 40 (5), 1089-1121.
Wayne, S.J., Shore, L.M., & Liden, R.C. (1997). Perceived Organizational Support and Leader-Member Exchange: A Social Exchange Perspective. The Academy of Management Journal, 40 (1), 82-111.
Wheeler, A. R., Halbesleben, J. R. B., & Shanine, K. (2013). Exploring the middle range of person– environment fi t theories through a conservation of resources perspective, in A. L. Kristof-Brown & J. Billsberry (Eds.), Organizational fi t: Key issues and new directions (pp. 170–194). Wiley.
Xanthopoulou, D., Bakker, A.B., Demerouti, E., & Schaufeli, W.B. (2009). Reciprocal relationships between job resources, personal resources, and work engagement. Journal of Vocational Behavior, 74 (3), 235-244.
Amigo I., Asensio E., Menéndez I., Redondo S., & Ledesma, JA. (2014). Working in direct contact with the public as a predictor of burnout in the banking sector. Psicothema. 26 (2), 222-6.
Bakker, A.B., & Leiter, M.P. (2010). Work Engagement: A Handbook of Essential Theory and Research. Psychology Press, Hove and New York, NY.
Benson, G.S., Finegold, D., & Mohrman, S.A. (2004). You paid for the skills, now keep them: tuition reimbursement and voluntary turnover. Academy of Management Journal, 47 (3), 315-31.
Brown, A.L. (1994). The Advancement of Learning. Educational Researcher, 23 (8), 4-12.
CIPD (2013). Focus on rebuilding trust in the City, Employee outlook survey report summer 2013, Retrieved from: https://www.cipd.co.uk/Images/employee-outlook_2013-summer-rebuilding-trust_tcm18-9604.pdf.
Crawford, E.R., LePine, J.A., & Rich, B.L. (2010). Linking job demands and resources to employee engagement and burnout: A theoretical extension and meta-analytic test, Journal of Applied Psychology, 95 (5), 834-848.
Cropanzano, R., & Mitchell, M.S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31 (6), 874-900.
Dachner, A. M., Ellingson, J.E., Noe, R.A. & Saxton, B.M. (2019). The future of employee development, Human Resource Management Review, In Press.
Demerouti, E., & Cropanzano, R. (2010). From thought to action: Employee work engagement and job performance, in: Bakker, A.B., Leiter, M.P. (Eds.), Work engagement: A handbook of essential theory and research, Psychology Press, pp. 147-163.
Dysvik, A., & Kuvaas, B. (2008). The relationship between perceived training opportunities, work motivation and employee outcomes. International Journal of Training and Development, 12 (3), 138-157.
Dysvik, A., Kuvaas, B., & Buch., R. (2016) Perceived investment in employee development and taking charge. Journal of Managerial Psychology, 31 (1), 50–60.
Fabrigar, R., & Wegener, T. (2011). Exploratory Factor Analysis (Understanding Statistics). Oxford University Press, UK: Oxford University Press.
Gomez-Mejia, L.R., Balkin, D.B. & Cardy, RL. (2013), Managing Human Resources, 7th edition, Pearson / Prentice Hall, New Jersey: Pearson / Prentice Hall.
Gong, Y., Chang, S., & Cheung, S.-Y. (2010). High performance work system and collective OCB: A collective social exchange perspective. Human Resource Management Journal, 20 (2), 119–137.
Grossman, R., & Salas, E. (2011). The transfer of training: what really matters. International Journal of Training and Development, 15 (2), 103-120.
Gruman, J.A., & Saks, A.M. (2011). Performance management and employee engagement. Human Resource Management Review, 21 (2), 123-136.
HBA Member & Associate Banks (2019) Greek banking system structure / Branch network and number of employees. Retrieved from https://www.hba.gr/4Statistika/UplPDFs/2020/2019-BranchNetworkPersonnelData.pdf
Heale, R., & Twycross, A. (2015). Validity and reliability in quantitative studies. Evidence-Based Nursing, 18 (4), pp. 66-67.
Henson, R.K., & Roberts, J.K. (2006). Use of Exploratory Factor Analysis in Published Research: Common Errors and Some Comment on Improved Practice. Educational and Psychological Measurement, 66 (3), 393-416.
Hughey, A.W., & Mussnug, K.J. (1997). Designing effective employee training programmes. Training for Quality, 5 (2), 52-57.
Jha, J.K., Pandey, J., & Varkkey, B. (2019). Examining the role of perceived investment in employees’ development on work-engagement of liquid knowledge workers: Moderating effects of psychological contract. Journal of Global Operations and Strategic Sourcing, 2 (2), 225-245.
Kahn, W.A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33 (4), 692-724.
Kehoe, R. R., & Wright, P. M. (2013). The impact of high performance human resource practices on employees’ attitudes and behaviors. Journal of Management, 39, 366–391.
Kuvaas, B. (2008). An Exploration of How the Employee-Organization Relationship Affects the Linkage Between Perception of Developmental Human Resource Practices and Employee Outcomes. Journal of Management Studies, 45 (1), 1-25.
Kuvaas, B., & Dysvik, A. (2009). Perceived investment in employee development, intrinsic motivation and work performance. Human Resource Management Journal, 19 (3), 217-236.
Lee, C.H., & Bruvold, N.T. (2003). Creating value for employees: Investment in employee development. The International Journal of Human Resource Management, 14 (6), 981-1000.
Lee, Y., Kwon, K., Kim, W., & Cho, D. (2016). Work engagement and career: Proposing research agenda through a review of literature. Human Resource Development Review, 15, 29–54.
Ling, L., Qing, T., & Shen, P. (2014). Can training promote employee organizational commitment? The effect of employability and expectation value. Nankai Business Review International, 5 (2), 162-86.
Luthans, F., Avey, J.B., Avolio, B.J., & Peterson, S.J. (2010). The Development and Resulting Performance Impact of Positive Psychological Capital. Human Resource Development Quarterly, 21 (1), 41-67.
Mauno, S., Kinnunen, U., & Ruokolainen, M. (2007). Job demands and resources as antecedents of work engagement: A longitudinal study. Journal of Vocational Behavior, 70 (1), 149–171.
Mondy, W.R. & Martocchio, J. (2010). Human Resource Management, 14th edition, Pearson, New Jersey.
McCauley, C.D., & Hezlett, S. A. (2001). Individual development in the workplace, in N. Anderson, D. S. Ones, H. K. Sinangil, & C. Viswesvaran (Eds.). Handbook of industrial, work & organizational psychology (pp. 313–335). Sage Publications, London.
Nelissen, J., Forrier, A., & Verbruggen, M. (2016). Employee development and voluntary turnover: Testing the employability paradox. Human Resource Management Journal, 27 (1), 152-168.
Nishii, L.H., Lepak, D.P., and Schneider, B. (2008). Employee Attributions of the “Why” of HR Practices: Their Effects on Employee Attitudes and Behaviors, and Customer Satisfaction. Personnel Psychology, 61, 503–545.
Noe, R.A. (2013). Employee training and development. 6th edition, McGraw-Hill, New York.
Pate, J., Martin, G., & Staines, H. (2000). Exploring the relationship between psychological contracts and organizational change: A process model and case study evidence. Strategic Change, 9(8), 481–493.
Rahman, W., & Nas, Z. (2013). Employee development and turnover intention: theory validation. European journal of training and development, 37 (6), 564-579.
Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21, 600–619.
Salanova, M., Agut, S., & Peiró, J.M. (2005). Linking Organizational Resources and Work Engagement to Employee Performance and Customer Loyalty: The Mediation of Service Climate, Journal of Applied Psychology, 90 (6), 1217-1227.
Salas, E., Tannenbaum, S.I., Kraiger, K., & Smith-Jentsch, K.A. (2012). The Science of Training and Development in Organizations: What Matters in Practice. Psychological Science in the Public Interest, 13 (2), 74-101.
Salas, E., Wilson, K.A., Priest, H.A., & Guthrie, J.W. (2006). Design, delivery, and evaluation of training systems, in Salvendy, G. (Ed.), Handbook of human factors and ergonomics. John Wiley & Sons, pp. 472-512.
Schaufeli, W.B., & Bakker, A.B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25 (3), 293-315.
Sommerville, K.L. (2007). Hospitality Employee Management and Supervision: Concepts and Practical Applications. John Wiley & Sons, Hoboken, New Jersey.
Sujatha, S., Chitra, M., Poonguzhali, Jahira Parveen, S. (2020). Antecedents on training and effectiveness among private and public sector banks in India. International Journal of Advanced Science and Technology, 29 (3), 4180-4187.
Sweetman, D., & Luthans, F. (2010). The power of positive psychology: psychological capital and work engagement, in: Bakker, A.B., & Leiter, M.P. (eds.), Work engagement: A handbook of essential theory and research, Psychology Press, 54-68.
Treven, S.J. (2003). International training: The training of managers for assignment abroad. Education & Training, 45 (8), 550-557.
Truitt, D.L. (2011), The Effect of Training and Development on Employee Attitude as It Relates to Training and Work Proficiency, SAGE Open, 1-13.
Truss, C., Alfes, K., Delbridge, R., Shantz, A., & Soane, E. (2013). Employee Engagement in Theory and Practice. Routledge, London and New York, NY: Routledge.
Tsui, A.S., Pearce, J.L., Porter, L.W., & Tripoli, A.M. (1997). Alternative Approaches to the Employee-Organization Relationship: Does Investment in Employees Pay Off?. Academy of Management Journal, 40 (5), 1089-1121.
Wayne, S.J., Shore, L.M., & Liden, R.C. (1997). Perceived Organizational Support and Leader-Member Exchange: A Social Exchange Perspective. The Academy of Management Journal, 40 (1), 82-111.
Wheeler, A. R., Halbesleben, J. R. B., & Shanine, K. (2013). Exploring the middle range of person– environment fi t theories through a conservation of resources perspective, in A. L. Kristof-Brown & J. Billsberry (Eds.), Organizational fi t: Key issues and new directions (pp. 170–194). Wiley.
Xanthopoulou, D., Bakker, A.B., Demerouti, E., & Schaufeli, W.B. (2009). Reciprocal relationships between job resources, personal resources, and work engagement. Journal of Vocational Behavior, 74 (3), 235-244.
Παραπομπή
Περίληψη
Περίληψη
Employees play a crucial role in delivery of service quality and retention of satisfied and loyal customers. Of the various factors that contribute towards this end, work engagement among employees has gained a great deal of interest from both practitioners and academics in the fields of business, human resource development, and organizational psychology, based on the perspective that engaged employees are likely to display high quality performance in the workplace. Meanwhile, Training and Development (T&D) practices are considered to contribute to the employees’ engagement in their work environment. This paper examines the potential impact of Perceived Training Opportunities (PTO) and Perceived Investment in Employee Development (PIED) on work engagement. A research model has been developed and empirically tested, using primary data from a survey of 185 bank employees working in Greece. Empirical results reveal a strong relationship between PTO and PIED with work engagement. Banks should invest in training and development opportunities as a means to enhance work engagement and gain a competitive edge in delivering high quality services to the customers.
Περιγραφή
Λέξεις-κλειδιά
Training, Development, Work engagement, Greek banking sector