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hat extent can perceived availability of training impact affective commitment?
To what extent can perceived supervisor support for training impact affective commitment?
To what extent affective commitment can impact on employee turnover intention?
Perceived availability of trainingCONCEPTUAL FRAMEWORK:
Turnover intentions
Affective commitment
Perceived supervisor support for training

文献综述---Literature Review:

Human capital theory provides inside to research on training and turnover. He distinguishes training in two categories 1) specific training 2) general training. Specific training helps to improve skills and abilities that are required to perform better in current organization. Employer should invest in specific training because it will help employees to work efficiently in current apparatus or in culture of current organization. This type of training does not aid in other organization so it will not increasing job opportunities in addition of this employees are unwilling to leave organization. On the other hand employer is also unwilling to fire trained employees due to his skills and abilities require for organizational enhanced performance. This shows that specific training have strong relationship with employee retention. Learnt skills are vanished when employee leaves the organization, so specific training reduces the chances of expected turnover. General training improves skills and abilities that are equally helpful for all organizations. This type of training is normally in the form of formal education. There is no relation between general training and turnover. He also argued that employee should pay the cost of general training not the employer as it is beneficial for all organizations. Risk is also associated with general training because other organization may poach trained employees. And employee can take transferable skills with them to other organization (Becker, 1962). Moreover investment in human capital is very perilous because we cannot separate learnt skills from the trainee or individual human resources cannot be bought and sold (Levhari & Weiss, 1974). But we cannot ignore the importance of training and development, for the reason that it aid employees to be more productive and efficient. Training and development not only enhance efficiency of trained employee but also support other employees because people learn from one another. In organization people work in teams so productivity of one department or person is depend on others performance. Trained human capital can also enhance the efficiency of physical capital e.g. machines (Booth & Snower, 1996).

培训与承诺---Training and Commitment:

Turnover intentions also viewed in the perspective of commitment. Organizational commitment is defined as identification with organization and its goal while wishing to remain member of that organization (Reichers, 1985). Organizational commitment is further divided into three dimensions 1) Affective Commitment, it is a desire or emotional attachment to the organization. 2) Continuous Commitment, it a financial benefits to remain as a member of organization. 3) Normative Commitment, moral obligation to maintain employment with particular organization. Each dimension has different antecedence and consequences on job behaviors (Meyer & Allen, 19本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。