Training and productivity have been found positively correlated in theory and practice. The pattern of the relationship, however, was not explored in pre - and post-regulation in the conceived sector. This paper aims to observe the effects of regulation and training expenses along with other covariates on employee productivity in the Microfinance sector of Bangladesh. Using annual data of MRA-licensed MFIs, we have estimated both panel and cross-sectional regression models. The regression results confirm the theoretical relationship between training expenses and employee productivity. The regulation also worked positively in enhancing employee productivity. However, in the early stage of regulation, the average productivity gain due to regulation was substantial and was showing an increasing trend but then it declined and reached a constant level of about 4% - 5% each year. Between 2008 and 2011, both regulation and training positively contributed to the gains in average productivity of the employees. After 2012, there was a positive trend of average productivity elasticity of training expenses but there was a flat effect of regulation after 2012. Regulation was found to short-run shifter in the average productivity of employees while training expenses had a positive trend effect.

This study chose Contingency Theory as a theoretical perspective to empirically investigate the role of transformational leadership, training, lecturer engagement, and compensation in improving lecturer performance. The research respondents were 166 lecturers at the College of Economics in Riau Province. The data was processed using PLS Structural Equation Modeling (SEM). This study proposes lecturer engagement and compensation as a strategy to improve lecturer performance. From the results, it was clear that transformational leadership and education and training affected lecturer performance, lecturer engagement played a role in mediating the effect of leadership and training on lecturer performance, and compensation moderated the effect of lecturer engagement on lecturer performance. These results reinforce the Contingency Theory which states that individual and organizational performance depends on the motivational system and the extent to which the leader has control and influence in certain situations.

The aim of this research paper is to test the effect of service quality on employee satisfaction at Indonesian electrical owned state company context. The data collection was carried out through questionnaire dissemination to 70 respondents. The respondents are employees in education and training at PT. PLN (Persero) Udiklat Jakarta. This type of research is quantitative, and sampling is done by non-probability sampling. The data analysis used was simple linear regression analysis. The research results showed that service quality still had a significant effect on participant's satisfaction in education and training, both simultaneously and partially at PT. PLN (Persero) Udiklat Jakarta. Employee satisfaction affected by 48.16% of service quality and the rest is 51.84% influenced by other factors that are not examined.

The aim of this study is to examine the effects of training and job promotion on work motiva-tion and their implications on employee job performance. The study is accomplished in the Environment of the South Lampung Regency National Education Office on 215 respondents. The research design uses a quantitative survey method and data analysis is based on the structural equation model (SEM) with Amos 24. The results of the study show that (a) training and promotion had a positive and significant effect on work motivation, (b) training, promo-tion and work motivation had a positive and significant effect on job performance but (c) work motivation did not play any significant role in mediating the effect of training and job promotion for job performance. While job promotion had a more dominant direct effect than training in improving employee job performance, efforts to improve employee job performance will be more productive by providing job promotions to employees. Another effort is to provide opportunities for employees to attend training regularly. With job promotion and training, work motivation will increase, and the impact is that employee job performance will increase.

The effectiveness of the E-CRM system was examined in this study, involving those with online shopping experience, specifically the regular customers of Carrefour in Jordan. Data were obtained through 550 distributed sets of questionnaires. Four trained and certified research assistants assisted the data gathering process. Data from 320 returned questionnaires were analyzed using Structural Equation Modeling (SEM). System quality, access to information, security, training and customer satisfaction were the examined factors towards the effectiveness of E-CRM systems. Results show positive impact of security, system quality, training, and access to information on user satisfaction, and user satisfaction affected the effectiveness of E-CRM. Nonetheless, the relationship between training and effectiveness of E-CRM on online shopping was not mediated by user satisfaction.

This study is carried out to investigate the effect of five factors of the Total quality management practices in healthcare on employee’s performance in public hospitals in Turkey. The TQM practices are Top management commitment, customer focus, people management, continuous improvement, and process management. The study adopted a quantitative research method through a survey questionnaire at three public hospitals, 200 valid responses were collected and used as a source of data to test the hypotheses of the study. Hierarchical multiple regression was used for analyzing the collected data, the study indicated that TQM factors have a significant effect on employees’ performance and the moderating effect of training has increased the correlation between employees’ performance and the TQM factors.

This study examined the perception of investors toward the factors of Artificial Intelligence (AI) that impact behavioral intention of AI adoption. TAM was used with the addition of three factors of subjective norms, trust in service and service provider, and training. Jordanian stock market investors with basic investment knowledge were selected as the study participants using a convenience sampling method. The analyzed data were obtained from 610 responses. Results demonstrated the significant impact of trust in service and subjective norms on AI. Attitudes, perceived ease of use and perceived usefulness showed statistical significance toward intention to use AI. Results also showed significant impact of training on perceived ease of use.

This study was designed to analyze the factors influencing the utilization of an E-Learning system in training repatriated workers in Vietnam's urban regions in the new context. According to research findings, professional qualifications and education have a significant influence on the income and employment of repatriated workers in urban regions. E-Learning systems are employed as an effective channel to transfer information and skills to workers in urban areas to fulfill the improvement of professional certifications and professional abilities of workers. The analysis results also show that several factors have a significant impact on the usage of the E-Learning online training system for employees in Vietnam's urban regions, including the factor representing the ease of use of the E-learning system, Easy access to E-Learning system scale has the highest influence score with coefficient 0.932, the factor Learners feel useful, the scale of saving time getting to the study location has an influence coefficient of 0.965, and the element reflecting the joy of learning, the scale of getting more highly rated experiences have the greatest influence with a coefficient of 0.942. Data for the study were obtained from 188 repatriated laborers in urban regions of Vietnam. The multivariate regression analysis method and factor analysis were utilized to analyze the data in the study with the help of SPSS 20.0 software.

This paper studies the impacts of different factors influencing on perceived organization change in municipality organization in city of Tehran, Iran. The proposed study uses two questionnaires, one for measuring the effects of five factors including partnership, communication, training, believe in change and organization commitment and the other for organizational change in Likert scale. The study has been implemented among 147 regular employees of municipality organization in city of Tehran, Iran. Using simple regression analysis, the study has detected that all mentioned factors influence organizational change, positively. In addition, Freedman test indicates that partnership maintains the highest impact followed by believe in change, communication, organizational commitment and training.