Wederkerigheid op de werkvloer? Hoe trainingen en werknemerskenmerken de vertrekintenties beïnvloeden.

Abstract

Employers invest an increasing amount of time and money in on-the-job training for employees. Previous research shows inconsistent results on this matter. The subject of this research is the effect of on-the-job training on the turnover intentions of employees. Applying Gouldner’s (1960) reciprocity principle we expect a negative relation between these two variables. This research analyses both direct effects of education, job satisfaction and commitment and the indirect interaction effects via training on the turnover intention. The Human Capital Theory (Becker, 1963), Mobley’s turnover intention model (1977) and the Social Integration Theory (Ultee, Arts & Flap, 2009) were used to draw the hypotheses. Using the American GSS dataset from 2006 with 814 relevant respondents, a multiple regression model was used to test the hypotheses. Findings show that there is no direct effect of on-the-job training on the turnover intentions, the positive effect that was found, was non-significant. A negative relation was found, however, between job satisfaction and turnover intentions and commitment and turnover intentions. Employees who are satisfied with their job and who are more committed to their company are less likely to leave. Evidence was also found that an interaction effect exists between training and commitment. Thereby, when an employee is highly committed to the employer, the positive effect of training on turnover intentions will be weaker.