Organisational commitment through training and development : to what extent does training and development increase organisational commitment?

Organisations around the globe are struggling with attracting talented employees and retaining them. Nowadays people do not need to stay at the same company for their entire career and are more likely to switch after every couple of years. The COVID pandemic did not help making working online at home a regular thing and work/life balance a big point on every agenda. Retraining new staff is costly for companies and therefore it is important to create organisational commitment with employees. By evaluating the value of retention factors amongst employees, organisations have an overview of where to invest in. This study investigated the influence of training and development as a retention factor on the organisational commitment of store managers at a Canadian retail company. This study aimed to understand the value of training and development, what type of organisational commitment are found at the company, and how the company could further develop their training and development programme. Research findings indicated that training and development was not valued as important, and that not all organisational commitments could be linked to the programme. The main reason was workload, lack of consistency or general interest in the programme