The effect of employee training and perceived organizational support on succession planning: The mediating role of employee commitment

Abstract

Purpose- This research aims to look at the practices of succession planning in private banks in Quetta. Focusing on the succession planning theory (Ivan & Joseph, 1994), this study establishes and tests a conceptual model to elucidate how organizational attributes (Employee training, perceived organizational support, Employee commitment) relate to succession planning.

Research Methodology- The primary data of the research work were gathered through a cross-sectional survey, for this purpose, sixteen major private banks of Quetta, Pakistan were targeted. Convenience sampling was used due to the access and the information limitations.328 questionnaires were obtained out of 500 questionnaires distributed. A few statistical methods (confirmatory factor analysis & the PROCESS MACRO etc.) were applied to test expressed hypotheses and conclude results.

Findings- Results signified positive relations among all the study variables (Employee training, perceived organizational support, Employee commitment, Succession planning) and that the positive association between employee training & succession planning was mediated by employee commitment. On the other hand, opposing hope’s employee commitment didn’t mediate the relationship between Perceived organizational support and succession planning.

Implications- Along with the theoretical involvement, this study gives new ways for research to scholars and practitioners in human resource management and organizational development pathways.

Originality/value- The results of this work offer a lot of support for the managerial practices that may assist financial institutions in attaining their internal successors through training and supporting the employees. Additionally, this study offers data-based plans to the banking management to accomplish their objective for employee development in the financial sector of Pakistan.