Lifelong learning as an employee retention tool. Comparative banking analysis
Different companies choose different training strategies to reinforce human capital. The main aim of this paper is to measure the impact of training on the loyalty of bank employees. Various factors that could potentially impact the loyalty levels were considered. This comparative quantitative study is the first one that investigates the differences in loyalty levels that was carried out on a sample of Polish and Russian bank employees. The study manages to elaborate on the results of an original comprehensive survey conducted in both Poland and Russia on a sample of more than 2000 bank employees. Kolmogorov-Smirnov test, Mann-Whitney test, Kruskal-Wallis test, exploratory factor analysis, Cronbach’s alpha, Kaiser-Mayer-Olkin and Bartlett`s test and answer tree (CHAID method) were used. The paper confirms breaking up general loyalty concept into affective commitment and calculative loyalty. Training does not impact employees’ rational choices. However, employers can strengthen loyalty by using instruments influencing employees’ emotionality and thus strengthen human capital.
lifelong learning, employee retention tool, training, human capital, e-learning
J00 , J39 , G21
FundingThis research was supported by the project, which has received funding from the Implemented with support of the Russian Foundation for Basic Research (project 19-29-07131 "Modelling and measurement of human capital and its forms in the context of economy digitalization: resources, flows, institutions")
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