CHAPTER 1:INTRODUCTION

This study explores the relationship between Malaysian employees beliefs regarding Training Benefits (Personal, Career and Job Related and their !rgani"ational Commitment (#ffe$ti%e, Continuan$e and &ormati%e Commitment , as well as the moderating effe$t of Cons$ientiousness(a personality dimension of Big'(i%e model on this relationship) The study used the resear$h model from the wor* of Muhammad, #) +), , Mi$hael, J) M), (-../ )

1 . 1

P r o b l e m

S t a t e m e n t

0mployee training and de%elopment programs are be$oming more $riti$al in order to a$$omplish organi"ational ob1e$ti%es and goals effe$ti%ely and effi$iently) !rgani"ations $ontinue to struggle with the spe$ifi$ issues of employee retention and manpower shortages) #$$ordingly, there has been an in$reased interest in organi"ational $ommitment) The exploration of the relationship between training benefits and organi"ational $ommitment is still in its early stages and need to be explored) (urthermore, the moderatio n effe$t of $ons$ientiousness a s a B i g ' ( i % e personality trait has ne%er been examined to better understand this relationship) #lthough, there ha%e been se%eral studies reported on training and organi"ational $ommitment in western $ountries, %ery little has been done in Malaysia) Therefore, the relationship between organi"ational $ommitment and training benefits, as well as the moderation effe$t of $ons$ientiousness on the relationship, is as yet un$lear espe$ially in Malaysia)

1.2Purpose

of

Stu!"

The purpose of this study is to examine the relationship between Malaysian employees beliefs regarding Training Benefits (Personal, Career and Job Related and their !rgani"ational Commitment (#ffe$ti%e, Continuan$e and &ormati%e Commitment ,as well as the moderating effe$t of Cons$ientiousness (a personality dimension of Big' (i%e model on this relationship) This study examines the relationship between employee attitudes towards training and organi"ational $ommitment, as well as the moderating effe$t of $ons$ientiousness on the relationship, among Malaysian employees) The basi$ inspiration for this resear$h wor* has been adopted from literature (Muhammad, #) +), , Mi$hael, J) M), -../ )2n their 3uantitati%e study in a petroleum $ompany in the sate of 4atar, Muhammad #)+), and Mi$hael J) M) (-../ examined the relationship between training benefits and organi"ational $ommitment with a different approa$h than before i)e) using

the three $omponent model of training benefits (personal, $areer and 1ob'related from the wor* o f & o e a n d 5 i l * ( 6 7 7 8 a n d t h e t h r e e $ o m p o n e n t m o d e l o f o r g a n i " a t i o n a l $ommitment (affe$ti%e, $ontinuan$e and normati%e proposed by #llen and Myer(677/ ) They found a positi%e relationship between employees beliefs regarding training benefits and their organi"ational $ommitment)