How training and development

practices contribute to research

productivity: a moderated mediation
model
Amaiqa Altaf,
Bsf1904082
BBA , 5th. Section A
 Literature Review
Training and Development:
 According to Sims (2002), Training concentrates on current work, whereas development
prepares individuals for probable future careers.
 Training Methods T. Handoko (2000) divides educational and training techniques into two
categories: on-the-job training techniques (work rotation, employee training education,
apprenticeships, mentoring, and temporary assignments). off the job (case study methods; role-
playing; business games; laboratories games; and executive development programs).
Research Self Efficacy:
 The concept of self-efficacy was named and defines by well-known behavioral psychologist
Albert Bandura During his work with snake phobics in 1977 (Shelton, 1990).
 (Bandhura 1997) defines self efficacy as a person’s belief in his/her capacity to succeed in a
particular situation. Research related beliefs and capacity of his/her is self-efficacy.
Literature Review (Cont.)

Knowledge-Sharing Climate:
 In an environment where trust is strong and workers believe that sharing information is a
reward, knowledge sharing is more likely to occur (Yazhou and Jian, 2013).
Research Productivity:
 For research institutions and for faculty members in all kinds of organisations,
investigation also revealed has become a need (Al-Kassem 2021).
 According to Flink and Peter (2018), the notion of'research productivity' has become a
primary conceptual driving reason of a reforming this approach and has gotten embedded
in practically every fibre of science and university policy.
 Theoretical Framework & Hypothesis Development

Impact of Training and development on KS Climate:

 The link between training and growth is one of success. For someone who wishes to increase his
capacity to execute tasks and perform effectively at work, knowledge is the most important need
(Zhao et al. 2014).
 When it comes to disseminating information, technology can help (Mänttäri et al., 2021). Technology
is a tool for improving one's skills, both formally and informally, and it has the potential to alter one's
attitude about a certain item.
 Hypothesis 1: The KS Climate moderates the relationship between T&D practices and research self-
efficacy
Impact of training and development on RSE:
 Research self-efficacy has a favorable effect on training and development, (Gist and Mitchell, 1992)
consider trainee self-efficacy a key mediating component in training program's success.
 According to Frayne and Latham (1987) the effect of a self-management training program on trainee
attendance at work
 Hypothesis 2: T&D practices have an impact on research self-efficacy
Theoretical Framework & Hypothesis Development (Cont.)

Research Self-Efficacy and research productivity:

 Ones’ self-efficacy is most affected by past experience in performing similar activities
(Pajares 2002).
 In a university context, RSE plays a major role in faculty members’ engagement in research
activity (Hemmings et al. 2012).
 Hypothesis 3: Research self-efficacy positively affects research productivity.
Moderated Mediation:
 In addition to the assumption that T&D practices are likely to promote research productivity
through RSE, it is expected that KS Climate may play a significant role in the relationship
between T&D and research productivity.
 The mediating role of RSE and the moderating role of KS Climate in the link between T&D
practices and research productivity In particular, the strength of the mediated effect increased
along with the level of KS climate.
 Hypothesis 4: KS Climate moderates the indirect relationship between T&D practices and
research self-efficacy.
Theory:
 Social Exchange Theory (SET) and Social Capital Theory (SCT) will be employed in this
project.
 Social exchange theory way developed by George Homans, a sociologist. It first appeared
in his essay “Social behaviour as exchange”, in 1958.
 The social exchange theory recognizes the employee’s organization relationship as a
rewarding transaction of reciprocity (Cropanzano and Mitchell, 2005).
 Social Capital theory was first defined by Bourdieu (1985) as the aggregate of actual or
potential resources which are linked to possession of a durable network of more or less
institutionalized relationships of mutual acquaintance or recognition.
 Social cognitive theory also postulates other motivation variables as important. Among
these personal influences are goals and self-evaluations of progress, social comparisons,
values, outcome expectations, and attributions (Schunk & DiBenedetto, 2020).
Variables:

 I.V: Training and Development (T&D)

 D.V: Research Productivity (RP)
 Mediating: Research Self-Efficacy (RSE)
 Moderating: Knowledge-Sharing Climate (KSC)
 Model:

Knowledge- Research Self-

Sharing Efficacy
Climate

Training & Research

Development Practices Productivity
Methodology:
 Population: Faculty members across Three leading public and private
universities in Multan.
 Sampling Technique: Probability Sampling (Simple Random Sampling) was
used.
 Sample Size: A total of 100 questionnaires were randomly distributed among
faculty members of universities.
 A total of 70 questionnaires were returned to us.
 Among the faculty members, 70% were male and 30% female.
 Age of respondents: 3% were 20–25 years old, 28% were 26–30 years old, 25% were 31–
35 years old, 32% were 36–40 years old, and 12% were over 40.
 In terms of educational level, almost all of the respondents had a PhD degree (95%). The
majority of the respondents (78%) held non-managerial positions. The working experience
of respondents varied from less than one year to more than fifteen years
 Measures:
Measures for each construct were derived from previously validated instruments. These
items were rated on a Likert scale ranging from strongly disagree to strongly agree.

Training &Development practices:

 The nine-item scale of T&D practices was adopted from the research of Jeni, F. A., & Al-Amin, M.
(2021).
 Jeni, F. A., & Al-Amin, M. (2021). The impact of training and development on employee
performance and productivity: An Empirical Study on Private Bank of Noakhali Region in
Bangladesh. South Asian Journal of Social Studies and Economics.
Research Self-Efficacy:
 In this paper, the RSE of faculty members was measured using a seven-item scale developed by
Maria Ana, T. Quimbo & Evangeline C. Sulabo (2014).
 Quimbo, M. A. T., & Sulabo, E. C. (2014). Research productivity and its policy implications in
higher education institutions. Studies in Higher Education.
Measures (Cont.)

Knowledge-Sharing Climate:
 This construct was measured by seven items, which were all derived from Bock and his
colleagues (2005).
 Bock, G. W., Zmud, R. W., Kim, Y. G., & Lee, J. N. (2005). Behavioral intention
formation in knowledge sharing: Examining the roles of extrinsic motivators, social-
psychological forces, and organizational climate. MIS quarterly.
Research productivity:
 The seven-item scale of Research Productivity was adopted from the research of Bay Jr
and his fellows (2013).
 Bay Jr, B. E., & Clerigo, M. E. C. (2013). Factors Associated with Research Productivity
among Oral Healthcare Educators in an Asian University. International Education Studies.
Results:
(Measurement model)
Reliability and validity:
 To assess the measurement model, the reliability, convergent, and discriminate validities were
examined. As a measurement of reliability, Cronbach’s coefficient alpha was calculated for
each construct. The value of all constructs varied from 0.73 to 0.89, which is higher than the
minimum threshold of 0.7 (Nunnally and Bernstein 1967). Furthermore, composite reliability
(CR) was used to analyze the reliability of variables.
 Convergent validity was assessed using the method outlined by Fornell and Larcker (1981).
Namely, average variance extracted (AVE) should exceed 0.50 to establish convergent
validity. to ensure discriminant validity the square root of AVE should be more than the
correlation between study variables.
 Discussion and conclusion……….