The relationship between Corporate T&D Investment and Turnover Intention of Employees: Focused on the mediating effects of Job Proficiency and Perceived Organizational Culture

Objectives This study aims to analyze firm-level and worker-level variables in conjunction with each other, this study used data from the the Human Capital Corporate Panel Survey II (HCCP II) of the Korea Research Institute of Occupational Proficiency to set up a partial mediation model with workers' turnover intention as the outcome variable and corporate education and training investment as the independent variable, and to test the relationship between them through a partial mediation of worker job proficiency and organizational culture perception. Methods To achieve the purpose of the study, we analyzed the data of 10,759 respondents who responded to the 2023 HCCP II of the Korea Research Institute. To examine the relationship and distribution of each variable, basic statistical analysis and correlation analysis were conducted using STATA 17 version, and ICC and rwg index were used to verify the validity of the data in the process of aggregation to the organization level, and partial mediation model analysis and bootstrap analysis were used to test the significance. The independent variable is the company's investment in education and training, the outcome variable is the employee's turnover intention, and the mediating variables are the employee's job proficiency and organizational culture perception. Results First, a corporate training and development investment will have a negative effect on workers' turnover intention. Second, a corporate training and development investment will affect the reduction of turnover intention through workers' job proficiency and organizational culture perceptions. The results of the analysis show that the corporate training and development investment has a significant effect on reducing workers' turnover intention. Second, the corporate training and development investment has a positive effect on reducing turnover intention by improving workers' job skills. Third, the improvement of employees' perception of organizational culture has a positive effect on reducing turnover intention. Conclusions The findings of this study confirm the necessity of investing in training and education to reduce employee turnover intention, and confirm that the higher the job skills of employees through training and education, the lower the turnover intention, and that the improvement of organizational culture awareness has a positive effect on reducing turnover intention. The results of this study are significant in that they support the organizational culture literature's assertion that corporate training investments have a positive effect on workers' job skills and organizational culture perceptions, and the finding that corporate training investments significantly reduce turnover intentions provides a foundation for suggesting that corporate training investments are necessary to retain and manage human resources.