Impact of Training and Organizational Change on Affective Commitment among Public and Private Office Workers

This paper is designed to study the impact of employees' training and organizational change on affective commitment of office workers. The study was conducted on 200 private and public sector employees. Sample was drawn by using purposive sampling. The population belongs to an age group of 30 to 50 years. Only male population was considered in this paper in order to control the gender effect. Human Resource Development Scale developed by Shawkat and Ansari (1998) based on 12 dimensions and 40 items. Out of 40 items, only the items of 2 dimensions (viz; training and organizational change) were administered to measure affective commitment. Simultaneously, organizational commitment scale developed by Shah and Ansari (1998) consisted of 15 items and three dimensions was also administered. From 15 items only 5 items of one dimension were administered by the investigator to measure affective organizational commitment. 'Two-way ANOVA' was used to find out the main and interactional effect of training and organizational change on the affective commitment. The results revealed that only training has found its significant influence on affective commitment but organizational change, main and interacted with training did not influence the affective commitment of office workers.