| Summary: | <p> The topic of investigation for this research was the relationship between job training, job satisfaction, and turnover intention. Specifically, the researcher investigated how the quantity of job training over a one-year period predicted employees’ job satisfaction and turnover intentions. Despite the rich body of research on the mediating factors of job satisfaction on employees’ turnover intentions, little is known about factors that influence job satisfaction and turnover intentions among employees within the retail grocery industry. The research question proposed for the study was: “What is the relationship between amount of job training, job satisfaction and turnover intentions among employees in the U.S. retail grocery industry?” Utilizing a quantitative explanatory research design, a sample was collected of 101 U.S. retail employees who were (a) 18+ years of age, (b) had at least a high school education completed, and (c) were current retail grocery employees who had worked in the industry for at least one full calendar year prior to study participation. Data were collected via online survey, which consisted of a demographic questionnaire, the <i>Job Satisfaction Scale</i>, and the <i>Turnover Intention Scale</i>. A multiple linear regression was performed to assess the predictive relationship between job training, job satisfaction, and turnover intentions. The Pearson correlation coefficient <i> r</i> was used to explore the two-way association between amount of job training, job satisfaction, and turnover intentions. Analysis revealed no statistically significant, predictive relationship between job training, job satisfaction, and turnover intentions. In addition, results from the Pearson correlation coefficient r validated the same lack of relationship. Although findings from this investigation indicated job training had no significant effect on job satisfaction or turnover intentions, organizations and managers should not dismiss the many benefits of employee training.</p><p>
|
|---|
