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Does perceived support in employee development affect personnel turnover?

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  • Koster, F.
  • de Grip, A.

    (Research Centre for Educ and Labour Mark)

  • Fouarge, D.

    (Research Centre for Educ and Labour Mark)

Abstract

Th is paper focuses on the question whether it is benefi cial for fi rms to invest inthe general skills of their workforce or that these training investments merelyencourage personnel turnover. We examine two contrary theoretical perspectives onhow investments in employee development are related to their turnover behaviour.Estimation results derived from a sample of 2,833 Dutch pharmacy assistants showthat participation in general training does not induce the intention of assistantsto quit, as predicted by human capital theory. We fi nd that a fi rm’s investmentsin general training, signifi cantly contribute to the perceived support in employeedevelopment (PSED) among their workforce. Our results also show that PSED isnegatively related to the intention of employees to quit the fi rm. Th is eff ect is to alarge extent mediated by the job satisfaction of pharmacy assistants. Our fi ndingssupport the importance of social exchange theory in explaining turnover behaviour asa consequence of personnel development practices. It should be noted, however, thatPSED only diminishes the intention to quit for other occupations.
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Suggested Citation

  • Koster, F. & de Grip, A. & Fouarge, D., 2009. "Does perceived support in employee development affect personnel turnover?," ROA Research Memorandum 008, Maastricht University, Research Centre for Education and the Labour Market (ROA).
    • Handle: RePEc:unm:umaror:2009008
    DOI: 10.26481/umaror.2009008
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    1. Francis Green & Alan Felstead & Ken Mayhew & Alan Pack, 2000. "The Impact of Training on Labour Mobility: Individual and Firm‐level Evidence from Britain," British Journal of Industrial Relations, London School of Economics, vol. 38(2), pages 261-275, June.
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    3. D. Charles Galunic & Erin Anderson, 2000. "From Security to Mobility: Generalized Investments in Human Capital and Agent Commitment," Organization Science, INFORMS, vol. 11(1), pages 1-20, February.
    4. Grip Andries de & Sieben Inge & Stevens Fred, 2006. "Vocational Versus Communicative Competencies as Predictors of Job Satisfaction," ROA Research Memorandum 004, Maastricht University, Research Centre for Education and the Labour Market (ROA).
    5. Gary S. Becker, 1962. "Investment in Human Capital: A Theoretical Analysis," NBER Chapters, in: Investment in Human Beings, pages 9-49, National Bureau of Economic Research, Inc.
    6. Shields, Michael A. & Ward, Melanie, 2001. "Improving nurse retention in the National Health Service in England: the impact of job satisfaction on intentions to quit," Journal of Health Economics, Elsevier, vol. 20(5), pages 677-701, September.
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    Cited by:

    1. Ruud Gerards & Andries de Grip & Maaike Witlox, 2014. "'Employability-miles' and worker employability awareness," Applied Economics, Taylor & Francis Journals, vol. 46(9), pages 952-965, March.
    2. Nwokeiwu Johnson & Ziska Fields & Nwali Anthony Chukwuma, 2019. "Training, Organisational Commitment and Turnover Intention among Nigerian Civil Servants," Journal of Economics and Behavioral Studies, AMH International, vol. 10(6), pages 1-15.
    3. Ahmed Alzahrani & Ali Shaddady, 2021. "Influences of Financial and Non-Financial Compensation on Employees’ Turnover Intention in the Energy Sector: The Case of Aramco IPO," International Business Research, Canadian Center of Science and Education, vol. 14(6), pages 108-108, June.

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