An Examination of the Relationship Between Training and Employee Performance: The Mediating Role of Internal Communication

Endang Saefuddin Mubarok ,Juwiko Darmawan

doi:10.7176/ejbm/11-8-14

Abstract

Research focusing on the relationship between training, internal communication, and performance of the government employee is limited. This study aims to identify the influence of training on the employees’ performance, considering the internal communication as the mediating variable. This study used questionnaires to collect data concerning the variables being investigated. The sample of this study comprises 323 employees working for the Office of Ministry of Defense of the Republic of Indonesia. The data were analyzed using a structural equation modeling with a partial least square approach. The result of the study shows that training has a significant influence on communication, but not on the employee performance. The internal communication itself has a significant influence on the employee performance. The results of this study indicate that the effect of training on employee performance is taking place indirectly, namely through internal communication. Keywords: training, internal communication, performance of government employee DOI : 10.7176/EJBM/11-8-14 Publication date :March 31 st 2019

Highlights

The literature in general acknowledges that the rapid development of technology, economic globalization, shifting demographics, and fluctuations and market dynamics have caused the business environment to become increasingly complex, uncertain, and rapidly changing
This study explores whether the incidence, intensity, and approach to training are related to employee performance, and how internal communication variables can influence the relationship between the two variables
The main purpose of this study is to examine the relationship between training and employee performance with internal communication as the mediating variable

Summary

Introduction

The literature in general acknowledges that the rapid development of technology, economic globalization, shifting demographics, and fluctuations and market dynamics have caused the business environment to become increasingly complex, uncertain, and rapidly changing. Such conditions require every organization to change immediately and adapt to increasingly competitive environmental changes through organizational transformation. Education and training focuses on several types of skills and expertise that are relatively similar and carried out in the short term, while the human resource development process is more oriented towards increasing skills and expertise that are broader and more diverse and can be done in the long term (Hamade et al, 2007; Ellinger et al, 2002)

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Conclusion