Employee development, commitment and intention to turnover: a test of ‘employability’ policies in action

Participation in three types of development activities is examined among salaried employees of a firm that significantly increased access to development after a series of layoffs in the late 1990s. Analyses of survey and archival data representing 667 employees show that on-the-job training was positively related to organisational commitment and negatively related to intention to turnover. Participation in tuition-reimbursement, which provides more general or marketable skills, was positively related to intention to turnover. However, intention to turnover was reduced after earning a degree through tuition-reimbursement if employees were subsequently promoted. Implications for an employment relationship based on ‘employability’ are discussed.

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