A Review of the Relationship between the Workplace Learning and Development Opportunities with the Employee’s Psychological Well-being.

Organizational commitment is one of the widely researched areas among Researchers, psychologist and human resource management practitioners. The objectives will be presented the study about to analyze the relationship between overall job satisfaction and organizational commitment. The focus will be the study towards analyzing the general behavior of the private sector employees towards work motivation and job satisfaction which may build higher levels

This chapter introduces the literature works relating to training and development and how it has an impact on employee’s performance. It gives detailed explanation and clear idea on previous works by researchers in organizational politics to help in understanding the background information on which this research is based on. The chapter describes the concepts of training and development and the effects on employee performance and the gap in literature.

Within todays ever-changing working society, training and development is a key part within any organisation. Employees are the main capital within organisations which suggests

Training encourages the evolution of a culture of learning. The company that has developed a reputation of focusing on employee learning, and training will have the pool of the best people to choose from in their near future particularly of the younger

Learning at an organization is more of a self-conducted activity, and is a continuous process that lasts the entire cycle of the organization and the tenure of the employee. Nevertheless, each organization must effectively employ certain training and development activities for new as well as seasoned employees in order to accomplish different objectives:-

Current studies indicate that job satisfaction brings relevance to organizational responsibility that affects employee commitment. Researchers determined that workplace experience is a direct correlation to job satisfaction and commitment. It is believed that job satisfaction is an important component in maintaining commitment. Commitment is an important factor in getting a person to stay with their organization. Committed employees are more than likely to consent to organizational goals. Employees who remain committed to the organizational objectives, are more likely

JAWAHAR, I. M. (2012). Mediating Role of Satisfaction with Growth Opportunities on the Relationship Between Employee Development Opportunities and Citizenship Behaviors and Burnout. Journal Of Applied Social Psychology, 42(9), 2257-2284.

Human resources are the most valuable assets of any organization, with the machines, materials and even the money; nothing gets done without man-power. In today’s business climate, businesses are faced with stiff internal and external competition. There are various human resource functions that give an organization a competitive edge, but most scholars argue that human resource functions becomes only operational when training has run through them all. This places training and development as an essential function in the survival of any organization. Increasingly, high performance organizations today are recognizing the need to use best training and development practices to enhance their competitive advantage.

Similarly, Longenecker and Fink (2005) assert that the benefits derived from training are manifold, and these include; exposure to new and better practices and ideas for application, leads to reflection, self-appraisal and retrospection, motivates employees to improve performance, encourages career development planning, helps identify specific performance problems and challenges an employee to think differently, to name a few. Other benefits are a more flexible workforce, improved performance of existing employees, decreased supervision, higher skill levels and reduced learning time, thus reducing learning costs, improved organisation morale, and to ensure for succession (Molander 1989).

Another practice that helps to achieve career growth and development is offering training opportunities for the employees. The employees are offered benefits that help them to further their education and achieve higher qualifications. This is a strategy which helps to increase the skills, qualifications and competence of the employees. In this way, the staff are at a better position to gain promotions within the organization as education qualification is not a barrier for them. The employees become motivated as they become more competitive in the market which is good for their career (Branham, 2012).

Turnover is an organization's largest unnecessary expense. Turnover has not only monetary consequences but lost time, opportunities and decreased morale. High quality training can have a direct impact on decreasing the turnover at an organization. The above discussions about organizational commitment and job satisfaction tie directly into low turnover. When employees feel satisfied at work and are grateful for the career opportunities that have been provided for by the available training, they will be less likely to leave. Also, social comparisons to organizations that invest lesser amounts of resources to train employees will cause the perceived value of their organization to increase thus making it less likely to leave (Lee & Bruvold, 2003). People who experience high levels of quality training are more likely to experience success, on the job satisfaction and commitment which makes leaving less of a factor.

There is momentous discussion between scholars and professionals that training and development program has effective impact on objectives of employee and organizations. Some of the scholars suggest that training opportunities increase in high employee turnover whereas the other claimed that training is an instrument,

The relationship between job satisfaction, motivation, and efficiency or productivity is very important in the business industry as well as in personal life. Long term research has found that the single greatest predictor of longevity is work satisfaction. Work is one third to one half of a persons' lifetime, and if frustrated the mental and physical effects are very costly. Job characteristics including skill variety, task identity, and task significance lead to psychological conditions in which in turn leads to increased motivation, performance and job satisfaction. It is important to investigate this area in order to determine how much of an effect does

By focusing on training and development efforts help employees to think, act and behave in the proper way. HR can impact the culture. Training programs can be intentionally planned to help employees show and present the behaviors coveted by the corporate culture. Also, those who are flourishing and booming in the corporate ladder, within a culture should be given additional development opportunities so that they can assume positions of greater responsibility. By advance growing and establishing the company to promote those that support the corporate culture, HR again is again having an impact. Also, organizational systems that promote changes and evolution in employee development as part of their corporate culture should ensure that enough resources are apportioned to HR 's training and development budget. The allocation of scarce resources is another sign that an employees look for when determining if an organization is serious about creating the culture they espouse.

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the