Training Perception and Work Engagement: The Mediating Role of Organisational-Based Self-Esteem and Self-Efficacy

• Published in: Central European business review Vol. 11; no. 2; pp. 19 - 40
• Main Authors: Phuong, Tran Huy, Thi Ngoc, Quynh Dinh
• Format: Journal Article
• Language: English
• Published: Prague Vysoká škola ekonomická v Praze - Fakulta podnikohospodářská 01.01.2022; University of Economics, Prague - Faculty of Business Administration; University of Economics, Faculty of Business Administration
• Subjects: Business Economy / Management; Perceptions; Self esteem; Central Europe; Vietnam; work engagement; transfer of training; selfefficacy; organisational based selfesteem; training benefit
• ISSN: 1805-4862; 1805-4854; 1805-4862
• DOI: 10.18267/j.cebr.286

This article aims to investigate the impact of training perception on work engagement. In addition, self-efficacy and organisational based self-esteem are hypothesised as mediators of the above relationship. Data were collected from employees in Vietnam using a self-administered questionnaire survey. Path analyses with Structural Equation Modelling (SEM) were used to verify the proposed relationships. The results show that both perceived training benefits and transfer of training significantly and positively influence work engagement. In addition, organisational based self-esteem partially mediates the impact of perceived training benefit on work engagement. Self-efficacy mediates a portion of the effects of the transfer of training on work engagement. The results add to the existing literature on the determinants of work engagement and on the consequences of the transfer of training. The findings also provide insight into the conditions for effective training in organisations.Implications for Central European audience: Developing an engaged workforce is a vital task to all organisations. However, data showed that the work engagement level in Europe is low, especially in Central Europe. The results of the study provide insight into the determinants of employee engagement at work. In addition, like Vietnam, most countries in Central Europe have been in transition from former central-command systems to market economies. The application of contemporary Western human resource practices needs special consideration to ensure its effectiveness. The current study may supply some empirical implications for both academics and practitioners.