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IMPACT OF TRAINING & DEVELOPMENT AND COMPETENCIES ON EMPLOYEES’ SWITCHING INTENTIONS: THE MODERATING EFFECT OF PSYCHOLOGICAL OWNERSHIP

In this study we try to explore the role of training and development programs in increasing the employees? competencies and ultimately their intentions to leave. Additionally, we also explore the moderating role of psychological ownership between the employees? competencies and intentions to leave the organizations. We select banking sector for data collection and use convenience sampling to collect data from respondents. Out of a total sample size of 88, we get useable responses from 59 respondents. Gender distribution of males and females in the sample is 67:12 respectively. We use correlation matrix and regression analysis to analyze the relationship between different variables. The results of the study reveal that training and development activities increase the employees? intentions to leave the organization if it has a weak system to retain its employees. Furthermore, employees with higher levels of psychological ownership may stay for longer periods with the organizations. The results of current study also suggest that organizations need to assess the employees? morale and satisfaction level on regular basis. By evaluating the satisfaction levels of employees on regular basis, organizations can avoid the cost of losing trained employees which ultimately can be helpful in improving the performance in long run.



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Keywords: Training and Development; Personal Competencies; Switching Intentions; Psychological Ownership.

ISSN: 2394-5788

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