Washington D. New York: John Wiley.International Journal of Manpower, 21 2 , A literature review and an assessment of implications. Such indecisiveness may result in ineffective outsourced practices. Practical Implications The increased use of training outsourcing as a HR business practice, coupled with limited knowledge of this practice on employee attitudes, speaks directly to the relevance of this study for HRD practitioners. It may also positively or negatively affect employee relationships with the organization. Innovative human resource practices and organizational commitment: An empirical investigation. This in turn, may have an adverse effect on employee commitment. Oftentimes, transaction cost economics Williamson, and the resource-based view of the firms Barney, are used as underlying theoretical perspectives to explain outsourcing e. Academy of Management Executive, 13 3 , The hypotheses are stated below: Hypothesis 1a: There is a positive relationship between employee perceptions towards the quality of outsourced training and organizational commitment. Tracey, J. Galanaki et al. Agarwala suggested that HR practices can create competitive advantage for firms by causing certain desired employee attitudes, behaviors, and perceptions.
This in turn, may have an adverse effect on employee commitment. Journal of Labor Research, 18 4 Human Resource Management, 40 2 Human Resource Planning, 20 2 The influence of age on the associations between HR practices and both affective commitment and job satisfaction: A meta analyses.
Therefore, for the purpose of this study, perception towards usefulness and relevance of outsourced training was an important feature to be considered. Colquitt, J. Gainey, T.
Simply stated, this study is an addition to the training and organizational commitment literature by exploring the nature of the relationship under conditions when training is outsourced.