Abstract:
This quantitative cross-sectional association research (n = 256) explored the relationship
between training and development as a meta construct with employee engagement as
a separate meta construct. The relationship was further broken down to understanding
how training and developmental learning as subconstructs relate to the antecedents of
employee engagement; job fit, affective commitment and psychological climate.
The sample used consisted of knowledge workers, employed in managerial roles in
Gauteng, South Africa. Pearson Chi Square was used to ascertain the association
between the various constructs outlined above. The hypotheses were also tested using
CramerÕs V in order to understand the strength of the association where association was
found.
Training was found to have no association with any of the antecedents to employee
engagement whereas developmental learning was found to have moderate to strong
association with all of the antecedents to employee engagement. Most respondents
found the training to be very specific and relevant to their job, which provided an
indication that the training was effective. A high percentage of respondents felt that
developmental learning was very relevant to their job.
This research adds to the body of knowledge in regard to both employee engagement
and training and development. This study provides practical suggestions for managers
and Human Resource executives that will assist in decision making regarding training
and developmental learning
