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al outcome like better performance. Organizational performance is further divided in two broad categories 1) financial performance like return on equity, return on asset and improved productivity 2) non financial performance like minimal turnover, lower absenteeism (Thang, 2009). Training and financial performance have weak relationship, training have more impact on human resource outcome. Training have positive association with both HR outcome and organizational performance, the relationship of training and performance may be mediated through employee attitudes or behavior (Tharenou, Saks, & Moore, 2007) Our study acknowledges causal relationship of training _attitudes_ organizational performance. We will analyze that perceptions of training causes positive attitudes like organizational commitment and organizational commitment causes reduction in turnover intentions

Perceived access of training

Perceived access of training is define in two terms first, employees feels free to obtain training opportunities which is require to enhance awareness, skills and abilities needed for existing job. Second, there are less organizational barriers for employees to participate in training (Bartlett, 2002). Past research shows that perceptions of training are relate with participation of training. That indicates training is available and organization supports training. It helps in career advancement within the organization (Tharenou, 1997). Training participation is replaced as a measure of Perceived access of training because it has been indicated actual participation (Tharenou & Conroy, 1994). A cross sectional quantitative research is conducted to analyze the turnover intensions. On the basis of Two Factor theory of motivation they concluded that participation on training has indirect relationship with turnover intensions and job satisfaction acted as mediator. According to researcher companies should adopt different tools either training or any other to increase the level of job satisfaction (Kolarova, 2010). Prior research signifies positive association between perceived availability of training and organizational commitment. They used social exchange theory as theoretical background to prove the correlation between perceptions of training and commitment. They found strongest association between perceived access of training and affective commitment (Bartlett, 2002). Another study conducted in Chinese context also proved that affective and continuous commitment is highly correlated with perceived availability of training. According to the study training can be used as a tool to enhance commitment that ultimately reduces turnover (Newman, Thanacoody, & Hui, 2011). Our study only focuses on affective commitment as literature proves strongest correlation with perceived availability of training. This leads to the following hypothesis

H1: Perceived availability of training has positive relationship with affective commitment

Perceived Supervisor Support for Training:

Growing research on social support illustrate various outcomes like job satisfaction self esteem and retention. Support from colleagues or supervisor may reduce negative results like stress (M, Jones, P, & laRocco, 1978). Perceived supervisor support leads towards perceived organizational support and this relationship will be influenced by the status of supervisor in the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。