Effect Of Training And Development,Supervisory Support On Organizational Commitment Of Employees

In today’s world of business,firms are well aware of the immeasurable value that human capital offers them,and as a result,they stay competitive by attracting and retaining their top performers.That being said,it has become increasingly crucial for organizational managers to prioritize implementing effective measures to improve employees’ organizational commitment,as this has been shown to be a key driver of employee longevity.In line with this,the present study examined the effect of training and development,supervisory support on organizational commitment of employees in the retail industry of Ghana,and the moderating effect of supportive organizational culture amidst the relationship.The study used a cross-sectional survey design based on a quantitative method.A closedended questionnaire with a five(5)point Likert scale was administered and distributed to respondents from selected top retail outlets in Ghana’s Accra metropolis(Melcom,Shoprite,and Game).A total of 636 responses were obtained from a sample of 700,yielding a response rate of91%,and were used in the analysis.Statistical Package for Social Sciences(SPSS)was utilized to extract descriptive information from respondents.The Partial Least Square Structural Equation Modeling(PLS-SEM)was used to evaluate the research model.The study’s findings indicated that training and development and supervisory support positively influenced organizational commitment and were statistically significant at p < 0.001.The result signifies the importance of constant provision of training and development,which helps employees take advantage of opportunities that are geared towards their career advancement and inducing their sense of commitment to the organizational commitment.Supervisors embody everything good or bad about the organization in terms of employee support therefore,the result implies that organizational commitment of employees is enhanced when healthy relationships exist between supervisors and their subordinates.Again,the results demonstrated a positive and significant moderating effect of supportive organizational culture on the relationship between training and development,supervisory support,and organizational commitment.The results mean that a culture that seeks to create an ambiance where social interactions between organizational members are boosted instigates positive behaviors of attachment and a sense of belonging to the organization,which constitutes a powerful means of increasing the commitment level of employees.Based on the findings,the study suggested that organizational managers must ensure the constant provision of training and development to help employees and the organization adapt to time demands.Additionally,supervisors must prioritize emotional support given to employees,learn to allow for employees’ personal growth,and familiarize themselves with the needs of employees to guide them in tailoring an effective support system.Furthermore,organizations must develop a robust organizational culture to ensure that their workforce’s core values are clearly defined,communicated,and widely accepted.This study is among the pioneering studies in Ghana’s retail industry to conceptualize and theorize the direct impact of training and development and supervisory support on organizational commitment with supportive organizational culture moderating the relationship.This study contributes to extending understanding of the social exchange theory and psychological contract theory in employees’ organizational commitment context from the perspectives of a developing country.