The impact of training and development facilities on job commitment among entry-level employees: Bangladeshi RMG perspectives

https://doi.org/10.35912/amor.v5i1.1704
Published: Dec 20, 2023

Abstract:

Purpose: The study intended to ascertain whether providing training and development facilities positively impacted the job commitment of entry-level garment employees in Bangladesh.

Research Methodology: The response rate for the survey was 44.89%, derived from a sample size of 450 data points obtained by a basic random sampling technique. The study employed Microsoft Excel 2007, SPSS 22.0, and AMOS 23.0 to conduct exploratory and confirmatory factor analysis and structural equation modeling to assess the strength and reliability of the suggested research framework.

Results: The study revealed a significant enhancement in the level of commitment among lower-level employees in the Bangladeshi garment industry when provided with training and development potential.

Limitations: One primary constraint encountered in this study pertained to issues associated with data collection. The target demographic consists exclusively of individuals with lower levels of educational attainment. Allocating funds for research in finance remained a significant area of focus. As a result of these limitations, the survey was unable to gather nationwide data.

Contribution: This study is distinctive as it focuses on individuals occupying lower-level positions within the Bangladeshi garment sector, exploring the potential avenues for professional advancement.

Practical Implication: The study may benefit Bangladeshi garment firms' HR strategy and training and development plans. Environmental and internal variables can stress workers. Professional progress and quality training will help dedicated workers overcome these challenges.

Novelty: The study is unique in two perspectives: the bottom-level employees and the emerging economy like Bangladesh.

Keywords:
1. Training and development
2. RMG industry
3. Entry-level employees
4. Job commitment
5. Bangladesh
Authors:
1 . Most. Tahura Pervin
Department of Humanities and Social Sciences, Dhaka University of Engineering & Technology, Gazipur-1707, Bangladesh
2 . Fatema Tuz Zohora
Department of Business Administration, City University, Khagan, Birulia, Savar, Dhaka-1216, Bangladesh
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Pervin, M. T., & Zohora, F. T. (2023). The impact of training and development facilities on job commitment among entry-level employees: Bangladeshi RMG perspectives. Annals of Management and Organization Research, 5(1), 49–60. https://doi.org/10.35912/amor.v5i1.1704
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Issue & Section
Vol. 5 No. 1 (2023): August
Articles
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This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

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    Biech, E. (2022). ATD's Handbook for Training and Talent Development. American Society for Training and Development.

    Bulut, C., & Culha, O. (2010). The effects of organizational training on organizational commitment. International journal of training and development, 14(4), 309-322.

    Chukwuemeka, O., & Endurance, G. W. (2022). Impact of Training and Development on Employees' Performance in Epenal Group Ltd. International Journal on Integrated Education, 5(5), 281-293.

    Drost, E. A., Frayne, C. A., Lowe, K. B., & Geringer, J. M. (2002). Benchmarking training and development practices: a multi?country comparative analysis. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 41(1), 67-86.

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    Khan, M. R., & Arif, M. Z. U. (2023b). Operational Efficiency through Disruptive Innovation in Dairy Business: Evidence from an Emerging Economy. Int. J. of Productivity and Quality Management, (Ahead of Print). DOI: 10.1504/IJPQM.2023.10058494.

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  1. Ahmed, S. F., Islam, K. Z., & Khan, M. R. (2015). Relationship between inflation and stock market returns: Evidence from Bangladesh. Daffodil International University Journal of Business and Economics, 9(1), 1-12.
  2. Akter, K. M., & Banik, S. (2018). Factors affecting the quality of working life: an inquiry into the RMG Industry of Bangladesh. Journal of Human Resource Management, 6(1), 26-36.
  3. Al Ahad, A., & Khan, M. R. (2020). Exploring the mediating effect of demographic attributes on the relationship between employee engagement and organizational citizenship behavior. International Journal of Management and Sustainability, 9(1), 11-23.
  4. Al Ahad, A., Khan, M. R., & Rahman, M. S. (2020). HR retention strategies for enhanced job satisfaction in a highly competitive job market: A study with the private banking sector in Bangladesh. International Journal of Social Sciences Perspectives, 6(1), 53-58.
  5. Aleem, M., & Bowra, Z. A. (2020). Role of training & development on employee retention and organizational commitment in the banking sector of Pakistan. Review of Economics and Development Studies, 6(3), 639-650.
  6. Arwab, M., Ansari, J., Azhar, M., & Ali, M. (2022). Exploring the influence of training and development on employee's performance: Empirical evidence from the Indian tourism industry. Management Science Letters, 12(2), 89-100.
  7. Bedwell, W. L., & Salas, E. (2010). Computer?based training: capitalizing on lessons learned. International Journal of Training and Development, 14(3), 239-249.
  8. Biech, E. (2022). ATD's Handbook for Training and Talent Development. American Society for Training and Development.
  9. Bulut, C., & Culha, O. (2010). The effects of organizational training on organizational commitment. International journal of training and development, 14(4), 309-322.
  10. Chukwuemeka, O., & Endurance, G. W. (2022). Impact of Training and Development on Employees' Performance in Epenal Group Ltd. International Journal on Integrated Education, 5(5), 281-293.
  11. Drost, E. A., Frayne, C. A., Lowe, K. B., & Geringer, J. M. (2002). Benchmarking training and development practices: a multi?country comparative analysis. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 41(1), 67-86.
  12. Duli, G. C. (2019). The significance of professional training and development opportunities to employees. International Journal of Advanced Research in Management and Social Sciences, 8(6), 45-57.
  13. Elsafty, A., & Oraby, M. (2022). The Impact of Training on Employee Retention: An Empirical Research on the Private Sector in Egypt. International Journal of Business and Management, 17(5), 58-74.
  14. Farhana, K., Sneha, Z. Z., Mondol, S., Farin, F., & Mahamude, A. S. F. (2022). Business Trend Analysis of RMG Industry in Context of Bangladesh-A Case Study. International Journal of Industrial Management, 14(1), 515-528.
  15. Hair, J.F., Black, W.C., Babin, B.J. & Anderson, R.E. (2010), Multivariate Data Analysis, 7th ed., Prentice Hall, Englewood Cliffs.
  16. Haralayya, B. (2022). Employees Traning and Development at Mgssk Ltd Bhalki. Iconic Research And Engineering Journals, 5(9), 184-196.
  17. Hossain, S. K., & Khan, R. (2019). Women's Voice in Business Policy Shaping Spaces in Bangladesh. Journal Business of School, 2(3), 40-55.
  18. Hossain, S. K., Khan, M. R., & Haque, M. M. (2018). Corporate voluntary disclosure practices and its association with corporate attributes: an empirical investigation of listed and non-listed commercial banks in Bangladesh. International Journal of Managerial and Financial Accounting, 10(4), 331-351.
  19. Hossain, S. S., & Khan, M. R., (2021). Perception of distance learning in Bangladeshi tertiary education: prospects and obstacles in the Covid-19 era. Journal of Social, Humanity, and Education, 1(3), 197-207.
  20. Hossain, S., & Khan, M. R. (2016). Corporate Social Responsibility (CSR) in Banking Sector: An Empirical Study on the Hong Kong and Shanghai Banking Corporation (HSBC) Limited. IOSR Journal of Business and Management, 18(4), 53-61.
  21. Jyoti, J., Sharma, P., Kour, S., & Kour, H. (2020). The role of job involvement and career commitment between person–job fit and organizational commitment: a study of higher education sector. International Journal of Educational Management, 35(1), 109-130.
  22. Kadiresan, V., Selamat, M. H., Selladurai, S., Ramendran, C. S., & Mohamed, R. K. M. H. (2015). Performance appraisal and training and development of human resource management practices (HRM) on organizational commitment and turnover intention. Asian Social Science, 11(24), 162.
  23. Khan, M. R. (2019). Samson H. Chowdhury: a true entrepreneurial leader for Square Group. EuroMed Journal of Management, 3(2), 80-88.
  24. Khan, M. R. (2020). Ethical business practice and short-term earning intensity during the Covid-19 crisis in Bangladesh. International Journal of Financial, Accounting, and Management, 2(2), 79-93.
  25. Khan, M. R. (2021). A critical analysis of Elon Musk's leadership in Tesla motors. Journal of Global Entrepreneurship Research, 11(1), 213-222.
  26. Khan, M. R., & Arif, M. Z. U. (2023a). Systematic review of disruptive innovation (DI) research in agriculture and future direction of research. Telematics and Informatics Reports, 100079.
  27. Khan, M. R., & Arif, M. Z. U. (2023b). Operational Efficiency through Disruptive Innovation in Dairy Business: Evidence from an Emerging Economy. Int. J. of Productivity and Quality Management, (Ahead of Print). DOI: 10.1504/IJPQM.2023.10058494.
  28. Khan, M. R., & Pervin, M. T. (2022). Technology disruption and its application in organizational management theories: a case study on Toyota Motor Corporation. International Journal of Services and Operations Management, 1(1), 1-23. DOI: 10.1504/IJSOM.2022.10050347.
  29. Khan, M. R., & Rammal, H. G. (2022). The role of trade unions in promoting CSR in Bangladesh's readymade garments sector: the post-pandemic scenario. Management Decision, 60(10), 2786-2800.
  30. Khan, M. R., & Roy, S. K. (2023). Do the primary HR functions model work in emerging economies? Sustainable compact perspective for Bangladeshi RMG industry. Review of International Business and Strategy, 33(2), 328-341.
  31. Khan, M. R., & Sharma, K. (2020). Purchase preferences and buying influences on religious occasions. FIIB Business Review, 9(3), 216-227.
  32. Khan, M. R., Arafin, M., & Hossain, S. M. (2017a). The Practice of Basic HR Functions in Garments Industry in Bangladesh: Focus Group Finding. Journal of Management and Sustainability, 7(3), 120-132.
  33. Khan, M. R., Hossain, S. K., & Rabbi, M. M. I. (2018). The Strategic Environment Analysis of Islami Bank Bangladesh Limited (IBBL). IIUM Journal of Case Studies in Management, 9(1), 28-41.
  34. Khan, M. R., Hossain, S. K., & Sarker, M. A. S. (2015). An empirical investigation of customer's satisfaction of mobile telecommunication industry in Bangladesh. City University Journal, 2(1), 71-80.
  35. Khan, M. R., Hossain, S. K., Ashraf, E., & Arafin, M. (2017b). Measuring CPI-W and its substitution bias as an evidence of price inflation for maid servants in Dhaka City. International Journal of Entrepreneurship and Development Studies, 4(3), 265-284.
  36. Khan, M. R., Rana, S., & Hosen, M. I. (2022a). Impact of trustworthiness on the usage of m-banking apps: A study on Bangladeshi consumers. Business Perspectives and Research, 10(2), 234-250.
  37. Khan, M. R., Roy, M. K., & Hossain, S. K. (2018). Bankers' Work-Life Balance and Organizational Commitment: Exploring the Dominant Factors to Move on Job Family Life Balance. Economic Research, 2(10), 15-27.
  38. Khan, M. R., Roy, S. K., & Hossain, S. M. (2019). FACTORS AFFECTING GARMENTS EMPLOYEES'PERCEPTION ON JOB PERFORMANCE: EVIDENCE FROM BANGLADESH. International Journal of Management and Sustainability, 8(1), 32-47.
  39. Khan, M. R., Roy, S. K., & Pervin, M. T. (2022b). Retail-based women entrepreneurship entry model through small business orientation (SBO). JWEE, (1-2), 117-136.
  40. Khan, M. R., Shobikah, N., & Kaium, M. A. (2020). Managing workforce diversity in the organization a case study on Aetna health care service. KHATULISTIWA Journal of Islamic Studies, 10(1), 56-88.
  41. Khan, R. A. G., Khan, F. A., & Khan, M. A. (2011). Impact of training and development on organizational performance. Global journal of management and business research, 11(7), 63-68.
  42. Khan, R., Roy, M. K., & Chowdhury, S. H. (2022a). The impact of work-family balance on manufacturing employees? Mental health during the pandemic. ??????????????? ??????????, 12(4), 29-40.
  43. Khatun, R., & Shamshuzzaman, M. (2017). Job satisfaction of RMG sectors in Bangladesh: A study on female workers of AKH group. International Journal of Humanities & Social Science Studies (IJHSSS), 3(6), 97-106.
  44. Muzaffar, S., & Javed, U. (2021). Training and development opportunities and turnover intentions post saudization. PalArch's Journal of Archaeology of Egypt/Egyptology, 18(14), 521-531.
  45. Nandi, V. T. N., Khan, S., Qureshi, M. A., & Ghias, S. (2020). Training & development, organizational commitment and turnover intentions in SMEs. Market Forces, 15(2), 24-24.
  46. Osman, A. R., Hossain, M. M., & AL Mumun, A. (2022). Are job satisfaction and employee commitment beneficial to organization? A new look of organizational performance. Bank Parikrama, 47(1-2), 113-139.
  47. Pankhurst, A., Collins, D., & Macnamara, Á. (2013). Talent development: linking the stakeholders to the process. Journal of sports sciences, 31(4), 370-380.
  48. Pervin, M. T., & Begum, R. (2022). Engaging employees in management and decision-making process: A case study on ""Vision Garments Limited"". Annals of Human Resource Management Research, 2(1), 71-85.
  49. Pervin, T., & Khan, R. (2022). The Impact of Organisational Career Management and Supporting System on Generation Y Employees' Career Satisfaction and Intention to Stay in the Textile Industry. SCMS Journal of Indian Management, 19(3), 34-50.
  50. Pinky, A. (2020). An Overview of the Readymade Garment (RMG) Sector of Bangladesh: From Origin to the Current State of Pinnacle. ????, 167, 1-18.
  51. Raharjo, K., & Fernandes, A. R. (2018). The influence of organizational culture and job design on job commitment and human resource performance. Journal of Organizational Change Management, 31(7), 1346-1367.
  52. Rahayu, M., Rasid, F., & Tannady, H. (2019). The effect of career training and development on job satisfaction and its implications for the organizational commitment of regional secretariat (SETDA) employees of Jambi provincial government. International Review of Management and Marketing, 9(1), 79.
  53. Rahman, K. M., & Chowdhury, E. H. (2020). Growth trajectory and developmental impact of readymade garments industry in Bangladesh. Bangladesh's Economic and Social Progress: From a Basket Case to a Development Model, 267-297.
  54. Rahman, M. (2016). Contemporary analysis and progression of fashion industry: the instance of Bangladesh history. Journal of Economics and Sustainable Development, 7(9), 12-17.
  55. Riyanto, S., Endri, E., & Hamid, A. (2021). The Influence Of Transformational Leadership And The Work Environment On Employee Performance: Mediating Role Of. Academy of Entrepreneurship Journal, 27(6), 1-11.
  56. Roy, S. K. (2023a). E-learning Portal Success in higher education organizations: A multi-group comparison. Journal of Social, Humanity, and Education, 3(3), 197-218.
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