The Impact of Training on Labour Mobility: Individual and Firm-level Evidence from Britain

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Employee development and turnover intention: theory validation (2013, background): “Engaged employees have been found satisfied with their job, while disengaged employees are not satisfied with the management, perform poorly, seek alternative jobs, and tend to have negative sentiments about the management and the organization (Gubman, 2004). Huselid (1995) believe that organization”
Does perceived support in employee development affect personnel turnover? (2011, background): “As a consequence, personnel turnover increases, because employees can easily be poached by other organizations (Green et al., 2000).”
Temporary Employment and Employability: Training Opportunities and Efforts of Temporary and Permanent Employees in Belgium (2003, background): “Green et al. (2000) rightly state that, besides up-front expenses, training costs also include forgone wages and leisure time.”
The concept employability: a complex mosaic (2003, background): “Research into the impact of activities such as ‘training’ on labour market transitions often only looks at the impact on mobility between jobs [ 61 ].”
WHAT IMPACT DOES TRAINING HAVE ON EMPLOYEE COMMITMENT AND EMPLOYEE TURNOVER (2007, background): “In addition, employers paid for some piece of the training in over 84% of the cases (Green et al., 2000).”