The relationship between Training and Development Practices and Work Engagement in Sri Lankan Insurance Industry

Abstract

Abstract Work engagement is a fulfilling work-related state of mind characterized by feelings of energy, dedication, and more concentration towards role performance. An engaged employees is aware of business context, and works with co-workers to improve performance within job for the benefit of then organization. The main objective of this study is to investigate the influence of Training and Development (TD) practices on employee work engagement and also determine the level of TD practices and work engagement of employees. To attain the bjectives, the quantitative method was used and data were collected through questionnaires. A total of 214 questionnaires were distributed to marketing and distribution level employees in insurance companies in Colombo District. Only 202 questionnaires were received and used for further analysis. The data were analyzed using Pearson correlation and multiple regression analysis. The findings exhibited that, there were relationship between TD practices with work engagement and also TD practices of Sri Lankan insurance companies is in moderate level and also work engagement of employees is in high level. However, dimensions of TD practices are positively and significantly correlated with work engagement namely training opportunities and training availability. Lastly, the regression analysis between TD practices and work engagement indicated that only 48% of total variance of work engagement was explained by TD practices. In conclusion, it is bserved that TD practices have influence on the employee work engagement. This shows that employers need to develop a proper and well-structured Training and development policies and practices in attaining high work engagement level among the employees. Key words: Work engagement; Training and development; Training opportunities; Training availability Lastly, the regression analysis between TD practices and work engagement indicated that only 48% of total variance of work engagement was explained by TD practices. In conclusion, it is observed that TD practices have influence on the employee work engagement. This shows that employers need to develop a proper and well-structured Training and development policies and practices in attaining high work engagement level among the employees.