INFLUENCE OF TRAINING AND DEVELOPMENT ON SUSTAINABLE ORGANIZATIONAL PERFORMANCE IN CHINA’S FINANCIAL INDUSTRY: THE MEDIATING ROLES OF EMPLOYEE ENGAGEMENT AND INNOVATIVE WORK BEHAVIOR IN GUANGDONG PROVINCE, CHINA
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The objectives of this study are: (1) to examine the effect of training and development (T&D) on employee engagement (EE), (2) to investigate the effects of T&D and EE on innovative work behavior (IWB), (3) to analyze the effects of T&D, EE, and IWB on sustainable organizational performance (SOP), and (4) to examine the mediating and sequential mediating roles of EE and IWB in the relationship between T&D and SOP. This research adopts a quantitative research design. The population consists of employees working in financial and investment organizations in Guangdong Province, China, and the sample comprises 406 participants selected through stratified random sampling. Data were collected using a structured questionnaire and analyzed through Structural Equation Modeling (SEM) using AMOS.
The research results show that: (1) T&D has a significant positive effect on EE (β = 0.62, p < 0.001), (2) T&D and EE have significant positive effects on IWB (β = 0.48, p < 0.001; β = 0.55, p < 0.001), (3) T&D, EE, and IWB have significant positive effects on SOP (β = 0.30, p < 0.001; β = 0.36, p < 0.001; β = 0.41, p < 0.001), and (4) EE and IWB serve as significant mediators, including a sequential mediation effect (T&D → EE → IWB → SOP). The study concludes that training and development plays a critical role in enhancing sustainable organizational performance through both psychological (employee engagement) and behavioral (innovative work behavior) mechanisms. The recommended strategies include implementing continuous and development-oriented training programs, strengthening employee engagement initiatives, and fostering an innovation-supportive organizational environment
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