Abstract
The aim of this empirical research is to identify whether the investment of organisations in training and development (T&D) practices affects the retention of professional accountants in Cyprus by their current employers. The results show that the congruence between employee interests and training programmes and the level of investment in T&D are the two major elements of T&D that have a significant positive impact on employee retention. Congruence between employee interests and training programmes in comparison with the level of investment in T&D affects employee retention more. However, both elements are significantly important. This study provides guidelines to practitioners in order to develop and implement their HR and T&D strategy that will assist them to achieve the desired sustainable competitive advantage.
Access this chapter
Tax calculation will be finalised at checkout
Purchases are for personal use only
References
Accountancy Cyprus. (2012). The Journal of the Institute of Certified Public Accountants of Cyprus. Accountancy Cyprus (108). Nicosia. ICPAC. Available at: https://www.icpac.org.cy/selk/en/common/PreviewDocument.ashx?itemId=1147&refItemId=T470DOCUMENTS&refTableId=470&language=EN. Accessed 5 Jan 2017.
ALDamoe, F., Yazam, M., & Ahmid, K. (2012). The Mediating Effect of HRM Outcomes (Employee Retention) on the Relationship Between HRM Practices and Organizational Performance. International Journal of Human Resource Studies, 2(1), 75–88.
Allen, D., Shore, L., & Griffeth, R. (2003). The Role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process. Journal of Management, 29(1), 99–118.
Allen, D., Bryant, P., & Vardaman, J. (2010). Retaining Talent: Replacing Misconceptions with Evidence-Based Strategies. Academy of Management Perspectives, 24(2), 48–64.
Al-Sada, M., Al-Esmael, B., & Faisal, M. N. (2017). Influence of Organizational Culture and Leadership Style on Employee Satisfaction, Commitment and Motivation in the Educational Sector in Qatar. EuroMed Journal of Business, 12(2), 163–188.
Arthur, J. (1994). Effects of Human Resource Systems on Manufacturing Performance and Turnover. Academy of Management Journal, 37(3), 670–687.
Balzer, W. K., & Sulsky, L. M. (1990). Performance Appraisal Effectiveness. In K. Murphy & F. Saal (Eds.), Psychology in Organizations: Integrating Science and Practice (pp. 133–156). Hillsdale: Lawrence Erlbaum.
Banks, T. D., Yeo, G. B., & Neal, A. (2004). Turnover and Training: The Influence of Perceived Organisational Support. Paper presented at 4th UQ Symposium on Organisational Psychology, University of Queensland, Brisbane.
Bartlett, K. (2001). The Relationship Between Training and Organizational Commitment: A Study in the Health Care Field. Human Resource Development Quarterly, 12(4), 335.
Beardwell, J., & Thompson, A. (2014). Human Resource Management: A Contemporary Approach (7th ed.). Harlow: Pearson Education Limited.
Beattie, D. (2002). President’s Message, Annual Report 2002. London: CIPD.
Becker, G. S. (1962). Investment in Human Capital: A Theoretical Analysis. The Journal of Political Economy, 70(5), 9–49.
Bellou, V., & Andronikidis, A. (2017). Organizational Service Orientation and Job Satisfaction: A Multidisciplinary Investigation of a Reciprocal Relationship. EuroMed Journal of Business, 12(1), 73–86.
Birdi, K., Allan, C., & Warr, P. (1997). Correlates and Perceived Outcomes of 4 Types of Employee Development Activity. Journal of Applied Psychology, 82(6), 845–857.
Blau, G., Merriman, K., Tatum, D., & Rudmann, S. (2001). Antecedents and Consequences of Basic Versus Career Enrichment Benefit Satisfaction. Journal of Organizational Behavior, 22(6), 669–688.
Bluedorn, A. (1982). A Unified Model of Turnover from Organizations. Human Relations, 35(2), 135–153.
Bresciani, S., Thrassou, A., & Vrontis, D. (2012). Human Resource Management–Practices, Performance and Strategy in the Italian Hotel Industry. World Review of Entrepreneurship, Management and Sustainable Development, 8(4), 405–423.
Camilleri, M. A. (2012). Creating Shared Value Through Strategic CSR in Tourism. Unpublished PhD dissertation, University of Edinburgh.
Campanella, F., Del Giudice, M., Thrassou, A., & Vrontis, D. (2016). Ambidextrous Organizations in the Banking Sector: An Empirical Verification on Banks’ Performance and Conceptual Development. International Journal of Human Resource Management. https://doi.org/10.1080/09585192.2016.1239122
Cappelli, P. (2001). A Market-Driven Approach to Retaining Talent. In Finding and Keeping the Best People, Harvard Business Review (pp. 27–50). Boston: Harvard Business School Press.
Cappelli, P. (2004). Why Do Employers Pay for College? Journal of Econometrics, 121(1-2), 213–241.
Chen, C., & Huang, J. (2009). Strategic Human Resource Practices and Innovation Performance – The Mediating Role of Knowledge Management Capacity. Journal of Business Research, 62(1), 104–114.
Cheng, Y., & Stockdale, M. (2003). The Validity of the Three-Component Model of Organizational Commitment in a Chinese Context. Journal of Vocational Behavior, 62(3), 465–489.
Cheng, Y., & Waldenberger, F. (2013). Does Training Affect Employee Turnover Intention? Evidence from China. Academy of Management Proceedings, 2013(1), 11271–11271.
Chhabra, N. L., & Mishra, A. (2008). Talent Management and Employer Branding: Retention Battle Strategies. ICFAI Journal of Management Research, 7(11), 50–61.
Christofi, M., Kaufmann, H. R., Vrontis, D., & Leonidou, E. (2013). Cause-related Marketing and Strategic Agility: An Integrated Framework for Gaining the Competitive Advantage. World Review of Entrepreneurship, Management and Sustainable Development, 9(4), 518–542.
Christofi, M., Vrontis, D., & Leonidou, E. (2014). Product Innovation and Cause-Related Marketing Success: A Conceptual Framework and a Research Agenda. Marketing Intelligence & Planning, 32(2), 174–189.
Christofi, M., Leonidou, E., Vrontis, D., Kitchen, P., & Papasolomou, I. (2015a). Innovation and Cause-Related Marketing Success: A Conceptual Framework and Propositions. Journal of Services Marketing, 29(5), 354–366.
Christofi, M., Leonidou, E., & Vrontis, D. (2015b). Cause-Related Marketing, Product Innovation and Extraordinary Sustainable Leadership: The Root Towards Sustainability. Global Business and Economics Review, 17(1), 93–111.
Christofi, M., Leonidou, E., & Vrontis, D. (2017). Marketing Research on Mergers and Acquisitions: A Systematic Review and Future Directions. International Marketing Review, 34(5), 629–651.
Christofi, M., Vrontis, D., Leonidou, E., & Thrassou, A. (2018). Customer Engagement Through Choice in Cause-Related Marketing: A Potential for Global Competitiveness. International Marketing Review. https://doi.org/10.1108/IMR-04-2018-0133
Craig, E., Kimberly, J., & Bouchikhi, H. (2002). Can Loyalty Be Leased? Harvard Business Review, 78, 103–111.
Dawes, J. G. (2012). Do Data Characteristics Change According to the Number of Scale Points Used? An Experiment Using 5 Point, 7 Point and 10 Point Scales. International Journal of Market Research, 50(1), 62–77.
Dawis, R. V., & Lofquist, L. H. (1984). A Psychological Theory of Work Adjustment: An Individual-Differences Model and Its Applications. Minneapolis: University of Minnesota Press.
Day, R. (2005). An Empirical Investigation of the Predictors of Self- and Other-Reported Marketability: Looking Beyond Human Capital. Unpublished PhD dissertation, University of South Florida.
De Vaus, D. (2002). Research Design in Social Research. London: SAGE.
De Vos, A., & Meganck, A. (2008). What HR Managers Do Versus What Employees Value. Personnel Review, 38(1), 45–60.
Dillman, D. A. (2000). Mail and Internet Surveys. New York: Wiley.
Edwards, J. (2008). Person–Environment Fit in Organizations: An Assessment of Theoretical Progress. The Academy of Management Annals, 2(1), 167–230.
Edwards, J. R., & Shipp, A. J. (2007). The Relationship Between Person–Environment Fit and Outcomes: An Integrative Theoretical Framework. In C. Ostroff & T. A. Judge (Eds.), Perspectives on Organizational Fit (pp. 209–258). San Francisco: Jossey-Bass.
Eisenberger, R., Huntington, R., Hutchinson, S., & Sowa, D. (1986). Perceived Organizational Support. Journal of Applied Psychology, 71, 500–507.
Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P., & Rhoades, L. (2001). Reciprocation of Perceived Organizational Support. Journal of Applied Psychology, 86(1), 42–51.
Erkutlu, H. V., & Chafra, J. (2017). Leader Narcissism and Subordinate Embeddedness: The Moderating Roles of Moral Attentiveness and Behavioral Integrity. EuroMed Journal of Business, 12(2), 146–162.
Foong-ming, T. (2008). Linking Career Development Practices to Turnover Intention: The Mediator of Perceived Organizational Support. Journal of Business and Public Affairs, 2(1), 1–20.
Galunic, D., & Anderson, E. (2000). From Security to Mobility: Generalized Investments in Human Capital and Agent Commitment. Organization Science, 11(1), 1–20.
Garofano, C., & Salas, E. (2005). What Influences Continuous Employee Development Decisions? Human Resource Management Review, 15(4), 281–304.
Grawitch, M., Trares, S., & Kohler, J. (2007). Healthy Workplace Practices and Employee Outcomes. International Journal of Stress Management, 14(3), 275–293.
Guthrie, J. P. (2001). High-Involvement Work Practices, Turnover, and Productivity: Evidence from New Zealand. Academy of Management Journal, 44, 180–190.
Hair, N., Clark, M., & Shapiro, M. (2010). Toward a Classification System of Relational Activity in Consumer Electronic Communities: The Moderators’ Tale. Journal of Relationship Marketing, 9(1), 54–65.
Harris, R., Harris, K., & Harvey, P. (2007). A Test of Competing Models of the Relationships Among Perceptions of Organizational Politics, Perceived Organizational Support, and Individual Outcomes. The Journal of Social Psychology, 147(6), 631–656.
Hausknecht, J., Rodda, J., & Howard, M. (2009). Targeted Employee Retention: Performance-Based and Job-Related Differences in Reported Reasons for Staying. Human Resource Management, 48(2), 269–288.
Holland, J. L. (1973). Making Vocational Choices: A Theory of Careers. Englewood Cliffs: Prentice-Hall.
Holland, J. L. (1997). Making Vocational Choices: A Theory of Vocational Personalities and Work Environments (3rd ed.). Odessa: Psychological Assessment Resources.
Hom, P. W., & Kinicki, A. J. (2001). Toward a Greater Understanding of How Dissatisfaction Drives Employee Turnover. Academy of Management Journal, 44(5), 975–987.
Honey, P. (1998). The Debate Starts Here. People Management, 1(October), 28–29.
Horwitz, F., Heng, C., & Quazi, H. (2003). Finders, Keepers? Attracting, Motivating and Retaining Knowledge Workers. Human Resource Management Journal, 13(4), 23–44.
Hsu, M., Jiang, J., Klein, G., & Tang, Z. (2003). Perceived Career Incentives and Intent to Leave. Information & Management, 40(5), 361–369.
Huang, I., Lin, H., & Chuang, C. (2006). Constructing Factors Related to Worker Retention. International Journal of Manpower, 27(5), 491–508.
Hung, H., & Wong, Y. (2007). The Relationship Between Employer Endorsement of Continuing Education and Training and Work and Study Performance: A Hong Kong Case Study. International Journal of T&D, 11(4), 295–313.
ICPAC. (2016). Annual Report 2015. Nicosia: ICPAC. Available at: http://www.icpac.org.cy/selk/annualreports.aspx. Accessed 2 Dec 2016.
IndexMundi. (2015). Cyprus Economy Profile 2014. CIA World Factbook. Available at: http://www.indexmundi.com/cyprus/economy_profile.html. Accessed 5 Jan 2017.
James, L., & Mathew, L. (2012). Employee Retention Strategies: IT Industry. SCMS Journal of Indian Management, 19(3), 79–87.
Jerez Gómez, P., Céspedes Lorente, J., & Valle Cabrera, R. (2004). Training Practices and Organisational Learning Capability. Journal of European Industrial Training, 28(2/3/4), 234–256.
Johnson, M. (2000). Winning the People War: Talent and the Battle for Human Capital. London: Financial Times.
Kim, S. (2012). The Impact of Human Resource Management on State Government IT Employee Turnover Intentions. Public Personnel Management, 41(2), 257–279.
Koster, F., de Grip, A., & Fouarge, D. (2011). Does Perceived Support in Employee Development Affect Personnel Turnover? The International Journal of Human Resource Management, 22(11), 2403–2418.
Lee, C., & Bruvold, N. (2003). Creating Value for Employees: Investment in Employee Development. The International Journal of Human Resource Management, 14(6), 981–1000.
Lefever, S., Dal, M., & Matthíasdóttir, Á. (2007). Online Data Collection in Academic Research: Advantages and Limitations. British Journal of Educational Technology, 38(4), 574–582.
Leonidou, E., Christofi, M., Vrontis, D., & Thrassou, A. (2018). An Integrative Framework of Stakeholder Engagement for Innovation Management and Entrepreneurship Development. Journal of Business Research. https://doi.org/10.1016/j.jbusres.2018.11.054
Lynch, L. M. (1991). The Role of Off-the-Job vs On-the-Job Training for the Mobility of Women Workers. The American Economic Review, 81(2), 151–156.
Maertz, C. P., & Campion, M. A. (1998). 25 Years of Voluntary Turnover Research: A Review and Critique. International Review of Industrial and Organizational Psychology, 13, 49–82.
Maertz, C., & Griffeth, R. (2004). Eight Motivational Forces and Voluntary Turnover: A Theoretical Synthesis with Implications for Research. Journal of Management, 30(5), 667–683.
Martin, G., Pate, J., & McGoldrick, J. (1999). Do HRD Investment Strategies Pay? Exploring the Relationship Between Lifelong Learning and Psychological Contracts. International Journal of T&D, 3(3), 200–214.
Merriam-Webster Online. (2005). http://www.merriam-webster.com
Meyer, J., & Smith, C. (2000). HRM Practices and Organizational Commitment: Test of a Mediation Model. Canadian Journal of Administrative Sciences, 17(4), 319–331.
Mezirow, J. (1977). Personal Transformation. Studies in Adult Education, 9(2), 153–164.
Mitchell, T., Holtom, B., & Lee, T. (2001). How to Keep Your Best Employees: Developing an Effective Retention Policy. Academy of Management Executive, 15(4), 96–108.
Muse, L. A., & Stamper, C. L. (2007). Perceived Organizational Support: Evidence for a Mediated Association with Work Performance. Journal of Managerial Issues, 19(4), 517–535.
Noe, R., Wilk, S., Mullen, E., & Wanek, J. (1997). Employee Development: Issues in Construct Definition and Investigation of Antecedents. In J. Ford (Ed.), Improving Training Effectiveness in Work Organizations (pp. 153–189). Mahwah: Lawrence Erlbaum.
Noe, R., Tews, M., & McConnell Dachner, A. (2010). Learner Engagement: A New Perspective for Enhancing Our Understanding of Learner Motivation and Workplace Learning. The Academy of Management Annals, 4(1), 279–315.
Nordhaug, O. (1989). Reward Functions of Personnel Training. Human Relations, 42(5), 373–388.
Papasolomou, I., Kitchen, P. J., & Christofi, M. (2017). Internal Marketing Under Disguise: Misplaced Application. Journal of Customer Behaviour, 16(1), 5–18.
Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective Commitment to the Organization: The Contribution of Perceived Organizational Support. Journal of Applied Psychology, 86(5), 825–836.
Ribeaux, P., & Poppleton, S. E. (1978). Psychology and Work: An Introduction. London: Macmillan.
Roehling, M., Cavanaugh, M., Moynihan, L., & Boswell, W. (2000). The Nature of the New Employment Relationship: A Content Analysis of the Practitioner and Academic Literatures. Human Resource Management, 39(4), 305–320.
Rowland, C. A., Hall, R. D., & Altarawneh, I. (2017). Training and Development: Challenges of Strategy and Managing Performance in Jordanian Banking. EuroMed Journal of Business, 12(1), 36–51.
Salant, P., & Dillman, D. A. (1994). How to Conduct Your Own Survey. New York: Wiley.
Schneider, B. (1987). The People Make the Place. Personnel Psychology, 40(3), 437–453.
Schneider, B., Smith, D., Taylor, S., & Fleenor, J. (1998). Personality and Organizations: A Test of the Homogeneity of Personality Hypothesis. Journal of Applied Psychology, 83(3), 462–470.
Shaw, J., Delery, J., Jenkins, G., & Gupta, N. (1998). An Organization-Level Analysis of Voluntary and Involuntary Turnover. Academy of Management Journal, 41(5), 511–525.
Shipton, H., West, M., Dawson, J., Birdi, K., & Patterson, M. (2006). HRM as a Predictor of Innovation. Human Resource Management Journal, 16(1), 3–27.
Sieben, I. (2007). Does Training Trigger Turnover – or Not? The Impact of Formal Training on Graduates’ Job Search Behaviour. Work, Employment and Society, 21(3), 397–416.
Steel, R. (2002). Turnover Theory at the Empirical Interface: Problems of Fit and Function. Academy of Management Review, 27(3), 346–360.
Steel, R., Griffeth, R., & Hom, P. (2002). Practical Retention Policy for the Practical Manager. Academy of Management Executive, 16(2), 149–162.
Summers, J. O. (2001). Guidelines for Conducting Research and Publishing in Marketing: From Conceptualization Through the Review Process. Journal of the Academy of Marketing Science, 29(4), 405–415.
Sung, S., & Choi, J. (2012). Effects of Team Knowledge Management on the Creativity and Financial Performance of Organizational Teams. Organizational Behavior and Human Decision Processes, 118(1), 4–13.
Taamneh, A., Alsaad, A. K., & Elrehail, H. (2018). HRM Practices and the Multifaceted Nature of Organization Performance: The Mediation Effect of Organizational Citizenship Behavior. EuroMed Journal of Business, 13(3), 315–334.
Tannenbaum, S. I., Mathieu, J. E., Salas, E., & Cannon-Bowers, J. A. (1991). Meeting Trainees Expectations: The Influence of Training Fulfillment on the Development of Commitment, Self-Efficacy, and Motivation. Journal of Applied Psychology, 76, 759–769.
Tansky, J., & Cohen, D. (2001). The Relationship Between Organizational Support, Employee Development, and Organizational Commitment: An Empirical Study. Human Resource Development Quarterly, 12(3), 285.
Tinsley, H. (2000). The Congruence Myth: An Analysis of the Efficacy of the Person–Environment Fit Model. Journal of Vocational Behavior, 56(2), 147–179.
Tsui, A., Pearce, J., Porter, L., & Tripoli, A. (1997). Alternative Approaches to the Employee-Organization Relationship: Does Investment in Employees Pay Off? Academy of Management Journal, 40(5), 1089–1121.
Turnley, W., & Feldman, D. (2000). Re-examining the Effects of Psychological Contract Violations: Unmet Expectations and Job Dissatisfaction as Mediators. Journal of Organizational Behavior, 21(1), 25–42.
Vassakis, K., Sakka, G., & Lemonakis, C. (2018). Demystification of the Glass Ceiling Phenomenon: Gender Stereotyping and Successful Managers’ Personality Traits in Greece. EuroMed Journal of Business, 13(1), 2–19.
Vrontis, D., Thrassou, A., & Razali, M. Z. (2010). Internal Marketing as an Agent of Change – Implementing a New Human Resource Information System for Malaysian Airlines. Journal of General Management, 36(1), 21–41. (ISSN: 0306-3070- Braybrooke Press).
Whitener, E. (2001). Do “High Commitment” Human Resource Practices Affect Employee Commitment? A Cross-Level Analysis Using Hierarchical Linear Modeling. Journal of Management, 27(5), 515–535.
Acknowledgements
The authors are grateful to Professor Warren Smith, dissertation supervisor, for his helpful comments during the development of this study.
Author information
Authors and Affiliations
Corresponding author
Editor information
Editors and Affiliations
Rights and permissions
Copyright information
© 2019 The Author(s)
About this chapter
Cite this chapter
Theodorou, L., Vrontis, D., Christofi, M. (2019). A Practicable Implementation of Training and Development in Professional Services: The Case of Accountants in Cyprus. In: Thrassou, A., Vrontis, D., Weber, Y., Shams, S.M.R., Tsoukatos, E. (eds) The Synergy of Business Theory and Practice. Palgrave Studies in Cross-disciplinary Business Research, In Association with EuroMed Academy of Business. Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-030-17523-8_4
Download citation
DOI: https://doi.org/10.1007/978-3-030-17523-8_4
Published:
Publisher Name: Palgrave Macmillan, Cham
Print ISBN: 978-3-030-17522-1
Online ISBN: 978-3-030-17523-8
eBook Packages: Business and ManagementBusiness and Management (R0)