Effect of Training and Development on Organizational Commitment in Insurance Companies in Uasin Gishu County, Kenya
Keywords:
training and development, organizational commitment, relevance and frequencyAbstract
Purpose: To assess the effect of training and development on organizational commitment in insurance companies in Uasin Gishu County, Kenya
Research Methodology: In a bid to effectively achieve these objectives, the study adopted a descriptive research design based on samples drawn from across the insurance companies in Uasin Gishu County. The target population was 754 insurance companies’ employees. A two-stage sampling technique was adopted where stratified random sampling was used to select the insurance companies after which simple random sampling was used to select respondents within the insurance companies. The study used the Krejcie and Morgan table (1970) to calculate the sample size which was 260 respondents from the target population of 754 respondents. The sample size was distributed proportionally to the insurance companies according to Neyman’s allocation formula to maximize survey precision. Data was collected by use of self-administered questionnaires which was tested for validity and reliability after piloting 26 questionnaires at Kisumu city insurance companies. Data was analyzed by use of both inferential and descriptive statistics using SPSS version 25.
Results: There is a significant effect of training and development on organizational commitment in insurance companies in Uasin Gishu County, Kenya.
Conclusion and Recommendations: The availability, accessibility, and relevance of training programs in an organization is critical for organizational commitment. The insurance companies should therefore ensure that employees working in the organization are highly skilled and motivated by developing training and development programs that are accessible, relevant, frequently provided, and improved on to meet the dynamic requirements of the organization for organizational commitment. The organization should provide training on new work methods and regularly conduct a training needs assessment for relevant and satisfying training. In this regard, the insurance companies should invest in this HIWS as information sharing, team-based support, incentives and training for maximal organizational commitment.
References
Ajzen, I. (1991). The theory of planned behavior. Organizational behavior and human decision processes, 50(2), 179-211. Ncnc bnb b nbnb
Ajzen, I., & Fishbein, M. (1972). Attitudes and normative beliefs as factors influencing behavioral intentions. Journal of personality and social psychology, 21(1), 1.
Alipour, M., Salehi, M., & Shahnavaz, A. (2009). A study of on-the-job training effectiveness: Empirical evidence of Iran. International journal of business and management, 4(11), 63-68.
Azinga, E. N., Kamaara, M., & Ombui, K. (2020). Job characteristics and employee turnover in the insurance industry in Kenya. International Journal of Management and Commerce Innovations, 7(2),1441-1450.
Bashir, N., & Long, C. S. (2015). The relationship between training and organizational commitment among academicians in Malaysia. Journal of Management Development, 34(10),1227-1245.
Bashir, N., & Long, C. S. (2015). The relationship between training and organizational commitment among academicians in Malaysia. Journal of Management Development, 34(10),1227-1245.
Bashir., Nouruddeen., Long., & Sang., C. (2015). The relationship between training and organizational commitment among academicians in Malaysia. Journal of Management Development, 34(10),1227-1245. .
Bulut, C., & Culha, O. (2010). The effects of organizational training on organizational commitment. International journal of training and development, 14(4), 309-322.
Butali, P., & Njoroge, D. (2017). Training and development and organizational performance: The moderating Effect of Organizational commitment. International Journal of Scientific Research and Management, 5(11), 7381-7390.
Day, D., Bastardoz, N., Bisbey, T., Reyes, D., & Salas, E. (2021). Unlocking human potential through leadership training & development initiatives. Behavioral Science & Policy, 7(1), 41-54.
Eslami, J., & Gharakhani, D. (2012). Organizational commitment and job satisfaction. ARPN journal of science and technology, 2(2), 85-91
Fabi, B., Lacoursière, R., & Raymond, L. (2015). Impact of high-performance work systems on job satisfaction, organizational commitment, and intention to quit in Canadian organizations. International Journal of Manpower, 36 (5), 772-790.
Falko, F. S., Justin, P., & Vera, A. ( 2014). Time to retire the theory of planned behaviour. Health Psychology Review, 8(1), 1-7.
Fishbein, M., & Ajzen, I. (2011). Predicting and changing behavior: The reasoned action approach. Psychology Press.
González, F., Sánchez, S. M., & López-Guzmán, T. (2016). The effect of educational level on job satisfaction and organizational commitment: A case study in hospitality. International Journal of Hospitality & Tourism Administration, 17(3), 243-259.
Gyensare, M. (2013). Employee turnover intention. Empirical evidence from the Savings and Loans Companies in Ghana. Master's Thesis.
Hooper, V. A., & Ophoff, J. (2017). The Influence of Organizational Commitment on Information Security Policy Compliance. In HAISA (pp. 114-125).
Hussain, A., Khan, M. A., & Khan, M. H. (2020). The Influence of Training and Development on Organizational Commitment of Academicians in Pakistan. Review of Economics and Development Studies, 6(1), 43-55.
Kleiman, M. (2000). What happens if you don't train them and they stay?. Occupational Health & Safety, 69(1), 18-18.
Klein, H. J., Becker, T. E., & Meyer, J. P. (2012). Commitment in organizations: Accumulated wisdom and new directions. Routledge.
Kraiger, K. (2004). Collaborative planning for training impact. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 43(4), 337-351.
McClean, E., & Collins, C. J. (2011). High‐commitment HR practices, employee effort, and firm performance: Investigating the effects of HR practices across employee groups within professional services firms. Human resource management, 50(3), 341-363.
Meyer, J. P. & Allen, N. J. (1991). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538.
Miroshnik, V. W. (2013). Organizational culture and commitment. In Organizational Culture and Commitment: Transmission in Multinationals (pp. 10-36). London: Palgrave Macmillan UK.
Mpofu, M., & Hlatywayo, C. K. (2015). Training and development as a tool for improving basic service delivery; the case of a selected municipality. Journal of Economics, Finance, and Administrative Science, 20(39), 133-136.
Mugizi, W., & Nuwatuhaire, B. (2019). Mugizi, W., & Nuwatuhaire, B. (2019). Recruitment, Selection and Employee Commitment of Academic Staff in the Context of a Private University in Uganda. International Journal of Innovative Science and Research Technology, 3(12),75-85.
Ocen, E., Francis, K., & Angundaru, G. (2017). The role of training in building employee commitment: the mediating effect of job satisfaction. European Journal of Training and Development.
Okiko, C. M. (2014). Perceived factors influencing intention to leave among the sales agents in CFC Life Assurance. Unpublished Master’s Thesis. Kenya: University of Nairobi.
O'Reilly, C. A., & Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71(3), 492.
Satterfield, J. M., & Hughes, E. (2007). Emotion skills training for medical students: a systematic review. Medical education, 41(10), 935-941.
Silva, R. E., & Dias, A. L. (2016). The role of organizational training on organizational commitment. The case of private security employees working remotely. European Journal of Business and Social Sciences, 5(08), 14-30.
Steinert, Y., Mann, K., Anderson, B., Barnett, B. M., Centeno, A., Naismith, L., ... & Dolmans, D. (2016). A systematic review of faculty development initiatives designed to enhance teaching effectiveness: A 10-year update: BEME Guide No. 40. Medical teacher, 38(8), 769-786.
Wagner, R. K. (2000). Practical intelligence. Handbook of intelligence, 380-395.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2024 Dr. Rael Mandago, Johnstone Kipcumba Tarus
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
