The influence of employee perceptions of training on affective commitment and turnover intentions in SME

Abstract

The aim of this study was to determine the impact of employees’ perceptions of training (perceived availability of training, perceived co-worker support, perceived supervisor support and perceived benefits of training) on affective commitment and turnover intention among employees of SMEs manufacturing sector in Johor A quantitative descriptive method was employed through the use of online questionnaire to obtain relevant information from respondents. A total of 54 employees participated in this study. Data was analyzed using SPSS applying both differential and inferential methods. Correlation analysis and regression analysis were utilized to determine the correlation between variables Findings from this study demonstrated that employees who perceived higher co-worker and supervisor support tend to have lower turnover intention tendency. On the other hand, it was discovered that all four factors of perceptions of training leads to a higher level of affective commitment in employees. A negative but significant correlation exists for affective commitment and turnover intention implying that higher degree of affective commitment will lead to a lower turnover intention.