Impact of Training & Development, Career Development on Employee Performance, with Organizational Commitment as a Mediator: Evidence from the IT Industry in Pakistan

Abstract

The purpose of this analysis is to validate the role of organizational commitment as a mediator in the connection between training and development, career development, and work performance. Information was gathered from 85 participants using a survey conducted through random sampling. The research methodology involved using descriptive statistics, measurement, and structural models through Smart PLS. This study specifically explored the link between training and development and work performance, as well as between career development and work performance. It was also discovered that organizational commitment is significantly linked to work performance. Additionally, the relationship between training and development, career development, and work performance is influenced by organizational commitment. Managers and business leaders need to understand the necessary policies to enhance employees' work performance and organizational commitment, and to encourage appropriate behaviors. Furthermore, organizations should put in place the necessary resources for career development and training programs to address both current and future organizational requirements. The study also analyzes the findings, and limitations, and provides recommendations for future research. This research fills a gap by investigating comprehensive training, career development practices, organizational commitment, and work performance within a broader organizational context where such studies have been limited.