The Effect of Training and Development Practices on Employees’ Organizational Commitment among the Employees in Private Health Care Sector in Khyber Pakhtunkhwa, Pakistan
Abstract
This study examined the relationship between training and development practices, and organizational commitment for a sample of employees working in private healthcare sector in Khyber Pakhtunkhwa, Pakistan. The results showed that training and development practices were positively related to organizational commitment. To examine this relationship, a survey was conducted on 134 employees working in private healthcare sector in Khyber Pakhtunkhwa, Pakistan, selected randomly. Correlation and regression analysis techniques were used to analyze the relationship of training and development practices and organizational commitment. The results of the study showed that organizational commitment of private healthcare sector employees were dependent on the training and development practices.References
Ahmad, N., Khattak, M. K., Khattak, K. F., Ullah, F., Khattak, A., Rehman, M., & Shah, S. A. (2013). Health Conditions: Analysis of Patients’social Problems at Public Hospitals in Southern Region of Khyber Pakhtunkhwa. Gomal University Journal of Research, 29, 2.
Aiken, L. H., Clarke, S. P., Sloane, D. M., Sochalski, J., & Silber, J. H. (2002). Hospital nurse staffing and patient mortality, nurse burnout, and job dissatisfaction. Jama, 288(16), 1987-1993.
Bartram, T., Stanton, P., Leggat, S., Casimir, G., & Fraser, B. (2007). Lost in translation: exploring the link between HRM and performance in healthcare. Human Resource Management Journal, 17(1), 21-41.
Bendell, T. (2006). A review and comparison of six sigma and the lean organisations. The TQM magazine, 18(3), 255-262.
Bulut, C., & Culha, O. (2010). The effects of organizational training on organizational commitment. International Journal of Training and Development, 14(4), 309-322.
Franco, L. M., Bennett, S., & Kanfer, R. (2002). Health sector reform and public sector health worker motivation: a conceptual framework. Social science & medicine, 54(8), 1255-1266.
Government of Pakistan. (2011). Pakistan Economic Survey: Health and Nutrition. Islamabad: Economic Advisor’s Wing
Haleblian, J., & Finkelstein, S. (1999). The influence of organizational acquisition experience on acquisition performance: A behavioral learning perspective. Administrative Science Quarterly, 44(1), 29-56.
Harrison, R. (2002). Learning and Development: Chartered Institute of Personnel and Development.
Jackson, S. E., & Schuler, R. S. (1995). Understanding human resource management in the context of organizations and their environments. Strategic Human Resource Management, 46, 237-264.
McElroy, J. C. (2001). Managing workplace commitment by putting people first. Human Resource Management Review, 11, 327-335.
Meyer, J. P., Allen, N., & Gellatly, I. (1990). Affective and continuance commitment to the organization: Evaluation of measures and analysis of concurrent and time-lagged relations. Journal of Applied Psychology, 75, 710-720.
Meyer, J. P., & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model Human Resource Management Review, 11, 299-326.
Meyer, J. P., & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human Resource Management Review, 11(3), 299-326.
Naz, A., Khan, W., Daraz, U., Hussain, M., & Khan, T. (2012). An Analytical Study of Patients’ Health Problems in Public Hospitals of Khyber Pakhtunkhwa Pakistan. International Journal of Business and Social Science, 3(5).
Rahman, W. (2012). The Relationship of Attitudinal and Behavioural Outcomes with Employee Development in the Context of Performance Appraisal in Public Universities of Khyber Pakhtunkhwa. (PhD Academic), National University of Moderen Langauges, Islamabad.
Schalk, R., Campbell, J. W., & Freese, C. (1998). Change and employee behaviour. Leadership & Organization Development Journal, 19(3), 157-163.
Shumaila, S., Aslam, R., Sadaqa, S., Maqsood, S., & Nazir, S. (2012). Perceived Organizational Support as Predictor of Organizational Commitment Paper presented at the 2nd International Conference on Business Management, Lahore.
Stanton, P., Young, S., Bartram, T., & Leggat, S. (2010). Singing the same song: translating HRM messages across management hierarchies in Australian hospitals. The International Journal of Human Resource Management, 21(4), 567-581.
Tahere, N., Zahra, G., Fateme, D., & Asma, Y. (2012). Investigating the effects of job experience, satisfaction, and motivation on organizational commitment case study: The nurses of Ghaem Hospital in Mashhad, Iran. Research Journal of Recent Sciences, 2277, 2502.
Tsui, A. S., & Wu, J. B. (2005). The new employment relationship versus the mutual investment approach: Implications for human resource management. Human Resource Management, 44(2), 115-121.
Wahab, S. R. A., Hussain, A., Zadeh, A. A., Shah, F. A., & Hussain, J. (2014). Employees’ Perception and Motivation Towards Training and Development Programmes in Health Sector of Pakistan: A Case Study of Khyber Pakhtun Khwa. Middle-East Journal of Scientific Research, 19(10), 1361-1367.
Yusoff, R. M., Shah, F. A., Ali, A. M., & Bakar, T. B. A. (2013). The Importance of Right Person in the Right Place at the Right Time in Private Healthcare Sector in Pakistan: A Case Study of Rehman Medical Institute (RMI).
Issue
Section
License
Submission of an original manuscript to the Journal will be taken to mean that it represents original work not previously published, that it is not being considered elsewhere for publication. And if accepted for publication, it will be published in print and online and it will not be published elsewhere.
The journal main policy reflects in its stance that the publication of scholarly research is exclusively meant to disseminate knowledge and not-for-purposes.
Copyright Statment
Sarhad Journal of Management Sciences is published by Sarhad University of Science and Information Technology Peshawar. This copyright statement entails that all contents (including text, tables, graphs, images, or any materials that is part and parcel of a research article submitted to the journal) belong to/ property of the person who owned it prior to submission this journal. Publication of the submitted article will not affect the ownership of copyright of the subject materials. SJMS and its users benefit from a general licence over all content submitted under a Creative Commons CC-BY licence over all content. However, content which is not part of the submitted article, is the property of SJMS. In a nutshell, the combination of all content on the SJMS website, the look and feel of the website, is the property of Sarhad University of Science and Information Technology Peshawar.
As an author or contributor, you grant permission to others to reproduce your articles, including any graphics and third-party materials supplied by you, in accordance with the SJMS Terms and Conditions. The licence granted to third parties over all contents of each article, including third-party elements, is a Creative Commons Attribution ("CC BY") licence. The current version is CC-BY, version 4.0 (http://creativecommons.org/licenses/by/4.0/), and the licence will automatically be updated as and when updated by the Creative Commons organisation.
You may include a requirement to reproduce copyright notices but you may not restrict the right to reproduce the entire article, including third-party graphics. This means that you must obtain any necessary third-party consents and permissions to reproduce third-party materials in your articles submitted to SJMS.
Copyright Statement updated September 13, 2022.
