The effect of training & development on the antecedents to employee engagement in knowledge workers employed in management roles in Gauteng

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