TRAINING AND DEVELOPMENT OPPORTUNITIES AND TURNOVER INTENTIONS POST SAUDIZATION

Abstract

The employee turnover intention refers to the withdrawal from the company. The Turnover intention is directly related to the overall job satisfaction by the employees of the organization. Greater job satisfaction means lower employee turnover rate and Lesser job satisfaction means greater employee turnover rate. The aim of this research is to investigate on how the training and development opportunities after Saudization can influence the employee’s intentions to leave the company. This research is important because it will explore employees’ expectations with regard to various training and development opportunities available to them post Saudization, as it is generally known that a majority of organizations have reduced spending on training and development of employees. In this research a quantitative method is adopted which will target the population of Jeddah mainly the employees belonging to the Saudi Arabian firms. The method used is the survey questionnaire and there are 112 participants involved. The findings of this research suggested that, once the training is provided the employee is estimated to stay with the organization with a period of more than 5 years. The findings of this research also revealed that, when the employees are provided with training and development, they had increased opportunities and a raise in position which can again be a critical factor towards the lower employee turnover rate. Lastly, this research also suggested that when proper training and development was provided greater prevalence was given to the overall job satisfaction.