The staff training-organizational and occupational commitment relationship : an exploration including psychological well-being and self-efficacy : a thesis presented in partial fulfilment of the requirements for a degree of Master of Arts in Industrial and Organisational Psychology at Massey University
Employees from three large organizations (N = 196) participated in this study which was designed to explore the staff training-organizational and occupational commitment relationship. The study also aimed to explore the role of psychological well-being and self-efficacy and the possible moderating and/or mediation effect these personal attributes might have on the training-commitment relationship. The third part of the study suggested that management and non-management employees would be similarly committed to the organization and their occupation. Using the Meyer, Allen and Smith (1993) measure of affective, continuance and normative commitment, interaction effects were found for psychological well-being and perceived self-efficacy with organizational and occupational normative commitment, and occupational affective commitment that strengthened the training-commitment relationship. No mediating effects were detected and no difference was found between the management and non-management samples. Data supported the traditional connections of organizational tenure, job tenure and age with organizational and occupational commitment. When these three variables are added to the findings for affective and normative commitment, the implications for training programmes suggests that at different stages of tenure different characteristics of commitment are able to be encouraged to develop. Training programmes that include elements that foster feelings of well-being and develop self-efficacy would be of benefit to the individual and the organization. Several limitations are noted, including methodological issues and the use of lesser-known measures.