THE INFLUENCE OF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE AND INNOVATIVE WORK BEHAVIOR: THE MEDIATING ROLE OF JOB SATISFACTION AND THE MODERATING ROLE OF PSYCHOLOGICAL SAFETY

Abstract

Purpose: The influence of training and development on employee performance and innovative work behavior with job satisfaction as the mediating variable and psychological safety as the moderating variable are examined within this study. The study aims to explore the link between an organization's investment in employee development and the resulting performance and innovation in a positive work environment.

Research design: Quantitative cross sectional research design was used. Structured questionnaire measured on 7-point Likert scale was used to collect primary data from 197 respondents

(employees). Collected data were analyzed with SPSS and PROCESS Macro Model 14. Descriptive statistics, correlation analysis, regression analysis, mediation analysis, moderation analysis and moderated mediation analysis were the statistical techniques used.

Findings: The findings indicate that training and development positively and significantly contributes to employees' performance and innovative work behavior. The relationships are partially mediated by job satisfaction, suggesting that training positively affects employee outcomes both directly and indirectly by boosting employee satisfaction. Additionally, the relationship between training and development and job satisfaction is significantly moderated by psychological safety, indicating that psychological safety is crucial for harnessing the full potential of training and development programs for enhancing job satisfaction. In summary, the model proposed had good explanatory power and empirical support.

The research underscores the need for continuous training and development programs and promoting job satisfaction and psychological safety in the workplace. The managers and the policy makers should develop environment that is conducive to learning, open communication and innovative behaviour in the workplace for better effectiveness of the organization and to ensure sustainable performance.

Originality/Value: The current study provides a contribution to the literature of human resource management and organizational behavior, by bringing together both employee performance and innovative work behavior in a single moderated mediation model. It also adds to the literature by showing how training and development practices can be even more effective under the action of job satisfaction as the mediator and psychological safety as the moderator.