Linking training and development to employees’ attitudes and behaviors: the mediating role of engagement

Abstract

Purpose Because employees’ positive attitudes and behaviors are important to ensure organizational performance, organizations attempt to carry out human resource practices to shape these attitudes and behaviors. This paper aims to examine this issue by focusing on the effects of training and development (TD) on employee engagement (EE), satisfaction (ES) and retention (ER). Design/methodology/approach For empirical analysis, the authors use structural equation modeling and data collected from employees in a developing economy. Findings TD is positively and directly associated with EE, ES and ER. In addition, EE is found to mediate the indirect effects of TD on ES and ER. Practical implications The findings suggest some practical implications for TD activities to enhance employees’ positive attitudes and behaviors. Originality/value To the best of the authors’ knowledge, this research is among the early attempts to examine the direct and indirect effects of TD on EE, ES and ER in a developing economy. The findings add to the growing literature suggesting that TD can contribute to the improvement of employees’ positive attitudes and behaviors.