This section provides the conclusions, limitations of the study and implications based on all results and discussions. Moreover, suggestions and recommendations for future scholars in Mongolia are provided in this chapter.
Conclusions
Based on the study, it proposed that the perceptions among Mongolian companies including T&D, organizational commitment, and job satisfaction. Moreover, the main purpose of this study tends to investigate the relationship among T&D, organizational commitment, and job satisfactions, especially investigating job satisfaction as a mediating effect between T&D and organizational commitment within those private companies in Mongolia. The overall results indicated the findings and discussions of this study, it illustrated the relationships among three main variables are supported. So, the overall hypotheses result of all variables within in the private companies in Mongolia are reasonable and supported. For more details, the summary of the relationships among three variables are reported below.
Training and Development and Organizational Commitment
Based on the results and findings, it reported that T&D had a strongly positive effect to organizational commitment. According to the hypotheses results, it confirmed that the employees in private companies in Mongolia have a good commitment when they received more T&D activities from their companies because these factors are the basic activity for improving themselves. Also, T&D training in terms of motivation was positively related to organizational commitment and the relationship is a substantial impact. It is showing that the employees’
motivation is stimulated during the training activities and they feel enjoy and want to working in the company. In addition, T&D training in terms of perceived support from co-workers, it has a positive relationship with organizational commitment. The findings of this study described that perceived support of training from co-workers is positively affected employee’s commitment.
Additionally, the last dimension of T&D, the benefits of training, it has a positive relationship within organizational commitment. Finally, all results show that employees who have more
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opportunity and benefits in the organization because of those employees receive more training activities from their companies.
Training and Development and Job Satisfaction
Based on the results of this study confirmed that T&D is positively associated with job satisfaction. Also, the results of the analysis show that T&D had a positively significant with job satisfaction. It means that the company should stimulate the employees by providing a better training and motivation because it is a good way to improve themselves. In other words, when the employees received more T&D activities from their organization those employees have a higher level of satisfaction and satisfied with their workplace, position, and environment. Also, when the employees have high satisfaction in the workplace their job performance will be better and they feel more committed. Therefore, it is great concerned for those company to develop their employee.
Job Satisfaction and Organizational Commitment
Based on the results of this study, it shows that job satisfaction as a mediating role is positively related to organizational commitment. So, results of this findings found that job satisfaction had positive significant with organizational commitment in private companies in Mongolia. In addition, results of this study confirmed that the employees who are more satisfied in the workplace or company, those employees will have a high level of commitment. Also, those employees seem to staying longer and will be true-hearted to the organization or company.
Job Satisfaction as a Mediator
Additionally, the fourth hypothesis of this study investigated the job satisfaction positively mediates effect the relationships between independent variable T&D and dependent variable organizational commitment. The results from the hierarchical analysis confirmed that job satisfaction was a strong mediator on the relationship between T&D and organizational commitment. It implies that when employees perceived high job satisfaction with their organizations, they aim to develop themselves and show a better performance to their organization.
Also, those employees become more satisfied and motivated with their job. Therefore, based on the aims of the research that investigated the relationship between two variables which are T&D,
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organizational commitment within private companies in Mongolia, the findings of the results already answered the question of this research. Several researchers found that the quality of the relationship between T&D and organizational commitment impact to increase employee’s satisfaction and employee motivation, Moreover, motivation of employees also will be increase employee’s performance and be a mediator which predicted the relationship between independent and dependent variables of this study within private companies in Mongolia.
Limitations
Results of the participants in this study, it may decrease the generalizability of the findings because this study was conducted in only private companies in Mongolia. Moreover, other factors and elements are not in the scope of this study, acting as a limitation. Compared to the overall sampling population, the data accumulated for this study may not be able to represent the whole population and entire private companies in Mongolia. Also, this study focused on main variables which are T&D, organizational commitment, job satisfaction and aims investigated the influence of each variable within private companies in Mongolia. Additionally, the researcher did not control the categories of industry private companies. This study validated a cross-sectional design to conduct the data during a period of time. Lastly, based on the results cannot be generalized as a full characterization of the entire whole private companies in Mongolia.
Recommendations
After an analysis of the findings, the researcher suggest that Mongolian private companies need to consider on the relationship among those three variables which are T&D, organizational commitment, job satisfaction and also, those fields may impact employees’ attitude, performance, and outcome of the companies. Thereby, the companies can implement training activities which would help to increase worker’s commitment and satisfaction can be provide a better performance and it can affect the success of the company. This research recommended that this topic is very important to the organization and human resource field in Mongolia. Therefore, based on this study provide several recommendations and suggestions below.
Firstly, it would be interesting to execute a similar study on another sector, or country with similar characteristics like a developing country because they are cultural differences between
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countries, also, cultural differences between companies. Thereby, it also can study with new approaches such as tentative and longitudinal designs.
Secondly, the researcher suggests to investigate other mediating roles or moderating roles on the relationship between independent and dependent variables of this study, and also, describing which mediators or moderators are allowed T&D become higher levels and stronger influence to employee commitment or other employee outcomes. Moreover, future researches also can examine a new path of the dependent variable with a new approach in Training and development area.
Thirdly, future researches need to consider a larger number of sample population because this study only collected a middle size in three companies which represented the private companies in Mongolia. Additionally, who researcher would investigate this field, need to consider on the main sector and other outcomes are the major concepts of the market.
Finally, based on the collection of data procedure, this study recommend that future scholars need to focus on measurement and method of data collection because during the data collection had lots of challenges to fill out the survey. Therefore, the researcher suggested that before identifying the population in the study, it should assure the contact and connection that allowed the researcher to collect the data within the company or organization. Additionally, future studies focused on the private sector company should extend the limits of the fields and literature.
Implications
Private sectors being an important and necessary to Mongolian market and economy. This research show that T&D, organizational commitment, job satisfactions are a significant factor in the private sector and private companies in Mongolia. The findings and results of the study provides some implications and recommendations for the companies and HR professionals within the private companies in Mongolia.
Implications for the Companies
Results of this study described that Mongolian private companies need to improve the perception of the HR management in the workplace and realize the importance of HR management in the organization and company. Descriptive statistic of the items shows that participants of the study they do not have enough perception of the HR management because of the fact that companies do not provide enough perception of the HR management. When employees feel more
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satisfied, they can perform better on their job and task. Furthermore, when Mongolian companies understand and pay attention on how the important of the HR management working, those employees seem to performance well.
Implications for HR Professionals
Based on the results of the analyses. It shows that independent variable (T&D) had a significant influence on main two variables which are organizational commitment and job satisfaction of private companies in Mongolia. Hence, it is recommended that HR professionals should focus on this situation and what kind of factor that impacts private companies and employee’s development, satisfaction, commitment and perception of the overall private sector.
Also, the results reported that the independent variable (T&D) had a higher influence with two main variables which are job satisfaction as well as organizational commitment. More deeply, dimensions of T&D including the training motivation and perceived support of training from co-workers were the highest impact on job satisfaction as well as organizational commitment.
Additionally, the researcher recommended HR professionals and managers should pay attention and focus on employee’s motivation and perception of the overall fields. Finally, HR management with the private sector should understand the basic role of HR professionals and managers which effect on job satisfaction and commitment within the private companies and employees in those private companies.
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