1. LOGO
Presenter: Kuei -Yuan Betty Li
Advisers : Dr. Tieh-Chun Chang
Dr. Pi-Ying Teresa Hsu
Date : December 23, 2013
The Effects of Organizational Training
on Life Insurance Employees’
Organizational Commitment and
Turnover intention
1

2. Contents
I. Introduction
II. Literature Review
III. Methodology
2

3. I. Introduction
3
Background
Motivation
Job Characteristics
Questions
Purpose
Gap
Contribution

4. INTRODUCTION
Background
 Prosperous developing life insurance in Taiwan
 Abundant organizational training
 High turnover rate
 Turnover rate
= 100% - 45.37% Retention Ratio =54.63%
4

5. INTRODUCTION
Research Motivation
 The effects of organizational training on
organizational commitment at hotel industry
 (Bulut & Culha, 2010)
 The effects of organizational training
at life insurance industry
 On organizational commitment
 On turnover intention
5

6. INTRODUCTION
Job Characteristics
 Salespeople
 Working in any places and time for any clients
 Graduated from senior high or vocational schools
 Flexible job description
 Performance-oriented bonus
 Office staff
 Working in the office on working days
 Graduated from colleges or universities
 Fixed job description
 Stable salary
6

7. INTRODUCTION
Research Questions
 What are the effects of organizational training on life
insurance employees’ organizational commitment?
 What is the relationship between life insurance
employees’ organizational commitment and turnover
intention?
 What are the differences between salespeople and
office staff in terms of the organizational training,
organizational commitment and turnover intention?
7

8. INTRODUCTION
Research Purpose
 To investigate
 the effects of organizational training on life
insurance employees’ organizational commitment
 the relationship between organizational
commitment and turnover intention
 the differences between salespeople and office staff
in terms of organizational training, organizational
commitment and turnover intention
8

9. INTRODUCTION
Research Gap
 Multidimensional researches regarding
salespeople
 Few researches regarding office staff
 The complementary data for office staff
9

10. INTRODUCTION
Research Contributions
 To distinguish
 the elements affecting life insurance employees’
organizational commitment
 the relationship between organizational commitment
and turnover intention
 the roles of job characteristics between salespeople
and office staff
10

11. II. Literature Review
11
Organizational Training
Organizational Commitment
Turnover Intention
Hypothesis Structure

12. LITERATURE REVIEW
Organizational training
 “Employees perceived training as operationalized
with a multidimensional structure of motivation,
access, benefits and support.”
(Bulut & Culha, p.311, 2010)
12

13. LITERATURE REVIEW
Organizational training
 Motivation to training
 “a specific desire of the trainee to learn the content of
the training program and use the knowledge and skills
mastered in the training program on the job”
(Noe, 1986, p.743).
13

14. LITERATURE REVIEW
Hypothesis 1
 H1a: Life insurance employees’ perceived motivation
to training significantly influences their
organizational commitment.
 H1b: Life insurance salespeople’s perceived motivation
to training is significantly different from life
insurance office staff’s.
14

15. LITERATURE REVIEW
Organizational training
 Opportunities of Training
 Training opportunities serve a general purpose in
making the employees feel important and taken care of
by the organization.
 Perceived training opportunities can enhance employees’
motivation, task performance, discretionary efforts and
intentions to stay.
(Dysvik & Kuvaas 2008)
15

16. LITERATURE REVIEW
Hypothesis 2
 H2a: Life insurance employees’ opportunities of
training significantly influences their
organizational commitment.
 H2b: Life insurance salespeople’s opportunities of
training is significantly different from life
insurance office staff’s.
16

17. LITERATURE REVIEW
Organizational training
 Benefits from Training
 Personal benefits
 To establish their network
 To improve their job performance
 To make progress toward their personal
development
(Noe & Wilk, 1993)
17

18. LITERATURE REVIEW
Organizational training
 Benefits from Training
 Career benefits
 To identify career objectives
 To reach career objectives
 To create opportunities to pursue new career
paths
(Noe & Wilk, 1993)
18

19. LITERATURE REVIEW
Organizational training
 Benefits from Training
 Job-related benefits
 To lead to better relationships between peers and
managers
 To provide a necessary break from the job
(Noe & Wilk, 1993)
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20. LITERATURE REVIEW
Hypothesis 3
 H3a: Life insurance employees’ perceived benefits
from training significantly influences their
organizational commitment.
 H3b: Life insurance salespeople’s perceived benefits
from training is significantly different from life
insurance office staff’s.
20

21. LITERATURE REVIEW
Organizational training
 Support for Training
 ”the extent to which employees perceive that their
contributions are valued by their organization and that
the firm cares about their well-being”
(Eisenberger et al. 1986, p.501)
21

22. LITERATURE REVIEW
Hypothesis 4
 H4a: Life insurance employees’ perceived support for
training significantly influences their organizational
commitment.
 H4b: Life insurance salespeople’s perceived support for
training is significantly different from life insurance
office staff’s.
22

23. LITERATURE REVIEW
Organizational commitment
 The psychological linkage between employees and their
organizations taken as three quite different forms,
affective commitment, continuance commitment, and
normative commitment.
(Allen & Meyer, 1996 )
23

24. LITERATURE REVIEW
Hypothesis 5
 H5a: Life insurance employees’ organizational
commitment significantly influences their
turnover intention.
 H5b: Life insurance salespeople’s organizational
commitment is significantly different from life
insurance office staff’s.
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25. LITERATURE REVIEW
Turnover Intention
 “the last in a sequence of withdrawal cognitions, a set to
which thinking of quitting and intent to search for
alternative employment also belong”
(Tett & Meyer 1993, p. 262)
Hypothesis 6
 Life insurance salespeople’s turnover intention is
significantly different from life insurance office staff’s.
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26. LITERATURE REVIEW
Hypothesis Structure
26
Turnover
intention
H 6
Organizational
training
Motivation to
training
Opportunities
of training
Benefits from
training
Support for
training
H 1
H 2
H 3
H 4
Organizational
commitment
H 5

27. III. Methodology
27
Participants
Data Collection
Questionnaire Design
Procedure
Measurement

28. Methodology
Participants
 Employees at a listed life insurance company (2012)
 Taichung branch
264
5586
Salespeople -
Taichung branch
Office staff -
Taichung branch
Total employees: 15,007
28
Other branches
- 9,157

29. Methodology
Data Collection
 By quantitative survey
 Convenience sampling
 7-point-Likert questionnaires
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(1) Motivation to organizational training
1 2 3 4 5 6 7
1: Strongly disagree
2: Disagree
3: Somewhat disagree
4: Neutral
5: Agree
6: Somewhat agree
7: Strongly agree
1 I try to learn as much as I can from training programs.
2 I tend to learn more from training programs than most
people.

30. Methodology
Questionnaire design
 Part I: Demographical Details
1. Gender: □male □female
2. Marital status: □single □married □others
3. Job characteristics:
Office staff： □staff □lower manager □middle manager
□upper manager
Salespeople： □salesperson □lower manager □middle manager
□upper manager
4. Age: □under 25 □25-34 □35-44 □45-54 □over 55 years old
5. Seniority: □under 1 year □1~5 years □6~10 years □11~15 years
□over 16 years
6. Education: □Under high school □High school □Bachelor □Master
□Ph. D.
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31. Methodology
Questionnaire Design
 Part II. Statements
 Organizational training
 Motivation to organizational training
 Opportunities of participating
organizational training
 Benefits from organizational training
 Support for organizational training
 Organizational commitment (Bulut & Culha, 2010; Dysvik & Kuvaas,2008)
 Turnover intention (Newman, Thanacoody & Hui, 2011)
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  0.7 ;
p  0.05

32. Methodology
Procedure
1
Literature
Review

Questionnaire
Design
2013
2
Pilot Test
60 office staff
60 salespeople
Jan, 2014
3
Questionnaires
200 office staff
1,000 salespeople
Feb, 2014
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33. Methodology
Measurement
 Statistical Product and Service Solutions (SPSS )
 Descriptive Statistics
 the distribution of demographic data
 T-test
 the differences between salespeople and office staff
 Correlative Statistics
 the relativeness among variables
 Regression
 the effects of the organizational training
 Structural Equation Modeling (SEM )
 Confirmatory Factors Analysis (CFA)
 the proposed interrelationships among variables
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