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Studies exploring the linkages between training and turnover have produced inconsistent results. That inconsistency suggests a path for further study into the variables that might be confounding this relationship. The main purpose of this research was to test the mediating effect of organisational commitment in the relationship between training and turnover intentions. A sample of 124 participants took part in this study. Training was initially found to have a significant inverse relationship with turnover intentions. However, when organisational commitment was entered into the model as a mediating variable, the effect of training on employee turnover intentions became insignificant, suggesting full mediation. The impact of training on turnover intentions is not straightforward, but works first through the effect of training on attitudes, that is on commitment. The results demonstrate the importance of increasing the commitment of employees to the organisation through training, which can help companies to reduce turnover intentions.

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In this study, [the author] investigated the impact of organizational training on organizational commitment and whether goal orientation moderates the relationship between training and commitment. The sample consisted of 124 employees from different industries in the country of Lebanon. Multiple regression and hierarchical moderated regression were used to test hypotheses. The results of the analysis showed that training has a significant effect on organizational commitment. Moderation analysis showed that the relationship between training and affective commitment was stronger for individuals who had higher levels of learning goal orientation. Performance goal orientation failed to moderate the relationship between training and affective commitment. Ultimately, this suggests that advanced training offered to individuals with performance goal orientations may not necessarily increase their commitment to their employer, in contrast to individuals with learning goal orientations. Theoretical and management implications in the context of Lebanon are proposed.

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