The effects of organizational training on organizational commitment



This article is corrected by:

  1. Errata: Erratum Volume 15, Issue 1, 102, Article first published online: 17 February 2011

  • The authors thank the two anonymous IJTD reviewers and Paul Lewis, IJTD editor in chief, for their insightful and constructive suggestions for the improvement of this paper.

Osman Culha, Research Assistant, Tourism and Hotel Management Department, Faculty of Economics and Administrative Sciences, Yasar University, Kazim Dirik Mah. 364 Sok. No. 5, 35100 Bornova, Izmir, Turkey. Email:


This empirical study investigated the impact of organizational training on employee commitment focusing on employees' emotional and affective responses towards their organization. Organizational training is conceptualized within a multidimensional framework consisting of motivation for training, access to training, benefits from training and support for training. The hypothesis of this study has been built on a resource-based view, social exchange theory and psychological contract theory. Field research was conducted through surveys with 298 participants of four- and five-star hotels operating in Izmir, Turkey. Confirmatory factor analyses were used to analyse the quality of the training scales and multiple regression analyses were conducted to test the hypotheses of the study. The results revealed that all dimensions of training positively affected employee commitment. Implications have been presented for both researchers and human resource practitioners as to how to utilize organizational training factors to increase employee commitment.