Abstract
Employee turnover has huge repercussions for organisations that attempt to reduce costs. The focus of this study was to examine the impact that structured training has on employees' intention to remain. Does training impact employees' intention to remain with the organisation that provided it? How do we measure training to justify that it impacts intention to remain? How do training typologies impact intention to remain? Data was taken from supervisory employees about their perception of non-supervisory employees' opinions and from non-supervisory employees from a self-reported perspective. SPSS was used to interpret the data. Results divulged that structured training, highly structured training, certification of training programs and training outcomes that focused on employee commitment impacted employees' intention to remain. Regression analysis from supervisory employees indicated that both structured and highly structured training significantly influence intention to remain. Regression analysis from supervisory and non-supervisory employee samples indicated a model fit for training typologies: certification of training and training outcomes.
Published Version
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