Abstract

Textile sector of Pakistan is characterized by high competition and currently facing immense
problems. In order to compete in the era of competition and technological advancement
employers have understood the importance and need of continuous training and development of
the employees in order to develop the expertise and skills of their employees to meet the
demands of changing environment. Training and development of employees is now considered
as the most hot issue in todays era of competition and organizations are now start paying
attention towards training and development of the employees This study seeks to investigate the
impact of training and development on job motivation and job involvement in textile sector of
Pakistan. In order to meet the purpose of the study data was collected by using a structured
questionnaire. The questionnaire consisted of 29 items and categorized under four parts, which
are general perspective of training and development, job involvement, job motivation and in the
last demographics. Survey was conducted by targeting five major organizations in textile sector.
Correlation and regression analysis were conducted by using SPSS in order to find results. On
the bases of results generated we found that training & development has a significant positive
relationship with both the dependent variables job motivation and job involvement of the
employees of textile sector of Pakistan. Findings of the present study suggest that by increasing
the training and development activities in textile sector of Pakistan employees can be motivated
involved in their job.

Key words: training and development, job motivation, job involvement

Introduction

1.1. Background of the study:

Textile sector of Pakistan plays a vital role in Pakistans economy. The contribution of textile
sector in the economy of Pakistan is considered very important in the developing economy of

Pakistan. Textile sector contributes in Pakistans economy by means of exports, employment

opportunities, contribution to foreign exchange, investment and by means of value addition
which makes this sector, the sole biggest manufacturing sector or industry for Pakistan.

Total exports of Pakistan textile sector are approximately 9.6 billion US dollars. The
contribution of the textile sector to the total output is around 46 percent or 8.5 percent of the total
GDP of the Pakistan. In the region of Asia, Pakistan is now considered as the 8th biggest
exporter of products related to textile moreover this sector provides job opportunities to
approximately 38 percent of the total workforce available in Pakistan. This key sector of

Pakistan, as a leading industrial sector contributes the Pakistans maximum export earnings of
approximately 55% of the total. On the other hand, this important sector is facing immense
problems and challenges at present.(Niazi, 2011)

Despite of all the challenges faced by this sector we are familiar with the fact that textile sector
provides employment opportunities to a large amount of idol workforce so there is need of
skilled workforce to ensure the progress and growth of the textile sector which is facing immense
problems from the past few years.

In order to survive in this competitive environment and to cope up with the challenges faced by
the textile sector of Pakistan there is need of training and development of the employees in order
to minimize the challenges and problems of this sector.

Technological advancement in the twenty first century made this sector to think about training
and development of the employees and this sector is now paying greater attention to the training
1
and development of the employees in order to improve their skills, motivation towards job and
involvement in job with an aim to compete in the market place.

Thus, this study is conducted in order to focus on the impact of training and development on
employees motivation and job involvement in textile sector of Pakistan.

Training and development:

Employees are known as the resources of the organization in the recent era. Researchers have
verified that only those firms who put money on their employees skill development and
confidence development will stay alive in future and we also recognize very well that this is an
era of high competition among firms. (McDougall & Beattie, 1998)argued that in todays era
of competitive world a big number of organizations conduct different programs regarding
training and development to their employees in order to improve their level of performance with
an aim to create competitive advantage, so that it produce the accomplishment and growth of the
organization. For the reason of sustaining superior performance and to stay as a competitive
association, management of the organization must put careful attention on the learning
requirements, training requirements and development requirements of their employees.

Before we further explain this topic it is required to elaborate the concept of training. there are
various definitions available by different authors who explained the term training; Some authors
said that training is the ability of a corporation to produce knowledge and to enhance the skills to
effectively execute their future and current job(Guest, 1997; Guest, Michie, Conway, &
Sheehan, 2003). Training and development refers to a technique of enhancing the capabilities to
perform the job effectively, skills and related knowledge in workers with an intention to increase
the performance of the business. (Swanson, 1999).

(Armstrong, 2003) argued that, training is a disciplined and planned modification of various
activities through which learning appears as a result of teaching, education, past experience and
confidence enhancement. Currently we witnessed that lots of enormous numbers of firms which
are using various types of human resource management practices for the development of external
together with internal ways for long run and short run advantages together with the continued
existence of the organization because continuous advancement in all processes of the business is
necessary.
 (Barrett & O'Connell, 2001) argued in their research that training is a major and effective
motivator of workers. From the organizational prospective training added values in companies
human capital, Different authors take training as an important character in the human resource
management practices practicing in the companies.

(Mullins, 2010) defined training with a different angle as it is an activity based on content
which is usually happen at a space from the workplace with a person named as trainer who
guides the trainee with an aim to revolutionize the trainee with some extra capabilities, thoughts
and conduct. In easy words we can state that training is a process which is very much
informative and effective. It is a method of constructing and enhancing skills of the workers and
to improve their learning capabilities. Training reflected a dynamic action in order to have
elastic, and healthy prepared human resources to achieve the better performance.

It is a planned action to share knowledge and information to the employees with intent to
improve performance of the receiver .It also guides the trainee to achieve a necessary level of
proficiency or knowledge. In the process of training and development individuals can attain
diverse information, they have sufficient time to understand the new options, which can help
support them to boost their effectiveness at work and make stronger their recent abilities and
information. Training is an effective and helpful program which leads towards skilled actions and
activities as well.

It is concerned about what you require to accomplish the particular objective. II. It concerns about
the understanding to do a work which you dream to do.

III. It concerns about understanding that how to leave the ground or take off but also how high
you desire to rise.

IV. It concerns knowing how to arrive at it what you desire to obtain in life.

It is simply not like to set off goals but the long term vision as well.

Various studies related to economics revealed that the major constituents of organizations
performance and economic progress are training and development (Mason, Van Ark, & Wagner,
1996; Prais, 1995; Ramon, Martin, Romero, & Shimon, 2000). Training is primarily a
fundamental factor in extending organizational resources.(Kathiravan, Devadasan, & Zakkeer,
2006)investigated that the goal of training is to eliminate harmful and fragile features in

7
companies product and tends to improve conventional practices which construct a very small
addition to achieve the set objectives, So the organizations who desire to stay alive and wishes to
compete in the market have to show a serious attitude for the training and development of the
employees on a constant basis.

Need of training and development:

Role of training is very significant to sustain the existence of the organization and to develop
new expertise and capabilities of the employees as well as for the organization itself .in order to
advance motivation of the employees and their involvement in job more effectively, training and
development of the employees is necessary. Numerous studies focused on the value and role of
training and development of the employees. For the purpose of improving employees
motivation level it is required to improve the employees expertise and familiarity, So that
employees are proficient to finish their roles and responsibilities more effectively and
professionally.

Greater investment in organizations human capital highlights the commitment of the

organization so as to its staff and in result workers become more faithful, highly committed,
highly motivated and competent with their jobs. by understanding the role and importance of
training, success of the organization is highly based on constantly rising or enhancing the stages
of performance of the organization by viewing training as a major contributor of development or
growth of the organizations. Training provides benefits to the employees as well as the
organization itself. Trained workers are the basis of competitive advantage over other
organizations of same industry which cannot copy or derived by other organizations. (J. Barney,
1991; Jay B. Barney, 1986; Jay B Barney, 1995) investigated in his study that only those
organizations having distinct and unique resources which are difficult to be copied are capable to
develop and generate continual competitive advantage

2.1.2. Approaches to Training and Development:

For the purpose of training and development of employees different approaches are used, but the
major three approaches to training and development are

Active learning approach, II. Proactive learning approach III. Reactive learning approach
These three approaches to training and development are disused in detail here
Active Learning Approach to training and development:

In the approach of active learning, trainee evidence a basic function in learning by revealing
problems and circumstanced dilemmas but beneath the control of their controller, Active learning
allows participants with extra power of control on the environment and the responsibility for
gaining knowledge. The learners learn by means of inquiring thinking, questions which are
provoked, exploring to get required answers, and ascertain numerous observations arranged
throughout the procedure. In this era of technology and rivalry the expectations related to the
kind of job keep on varying constantly so in order to be competitive in the market and also to
fulfill expectations related to the job, workers and companies have to utilize latest method of
learning in order to boost up their performance. By keeping in mind all this we can say that the
approach of active learning has its long-term outcome on learning. This useful approach guides
the organization in such a way to determine improved or better result in the difficult situation.
During the course of active learning an atmosphere is build which is self-motivated and
competent enough to react successfully and professionally to the wants and desires of constantly
altering technologies, authorizing persons and in addition proficient enough during the course of
active learning. In the era of constantly varying surroundings; for this reason nonstop learning is
essential for the employees to fulfill their job tasks. workers have to learn the technique to grow
and to be successful in life and also to be flourishing at work as well, For the reason of satisfying
varying wants and requirements of work, association have to make sure that its workers
enhanced their skills on a permanent basis that will also guide the organization to be competitive
in the industry.

Proactive Approach to training and development:

This is a proposed approach in which business association keenly put an effort with a purpose to
create or increase alteration to the job state and also in the processes of the business, this
approach equipped latest skills, method, awareness and processes to individual belongings of the
organization beside with promoting latest hopes. Organizations in which proactive approach for
learning is used by the management, these organizations mostly interested to decrease or to get
rid of a probable upcoming luxury or in addition with take benefit from probable future chance.
For the purpose of learning mostly organizations used this approach as a strategy in order to
16
support all activities, and most importantly it mainly focused on growing skills, awareness or
capabilities.

Reactive approach to training and development:

Reactive refers to building a plan of accomplishment after happening of the change. The
conventional approaches used to train the employees are normally called as reactionary, focused
by planned relocation of technological expertise happening at classroom and it is usually seen as
an incident based progress.

Comparison of proactive and reactive:

In todays era of competitiveness, concept of globalization came into account which reduced the
boundaries of the countries and make the entire world as a global village, as a result in each field
of life environment of rivalry has created very largely latest ideas are developed to perform a
particular task or improvement are encouraged all over the globe as a result the creator of every
flourishing thought or improvements are taken into account and supported or welcomed all over
the world very warmly. In this approach a person in fact takes an initiative or lay down a
standard and this standard is considered and chased by others afterwards. Both the reactive and
proactive approaches are opposite to each other while the proactive approach focuses mainly on
making or establishing new ideas and setting new trends. Both approaches are used all over the
world however the proactive approach is considered all over the world to be extra productive,
imaginative and creative. It is also helpful because it also gives more productive and greater
profits as compared with reactive approach and that is because it is the era of competitiveness.

2.2. Motivation:

In the previous era organizations believe that in the process of manufacturing goods and services,
workers are considered as an extra contribution. But in todays fast growing world of technology
this concept or thinking is diminished and employees are now considered to be very important
and also organization takes them like assets of the organization and also believe that they are the
exceptional cause of competitive benefit. The contribution of Hawthorne studies had a huge
input in shifting the thoughts of old era manager, this study was presented in detail by Elton
Mayo from 1924 to 1932 era. (Dickson, 1973).
17
Motivation can be defined as the psychological process that gives track to the behavior with a
definite purpose or aim(Lindner, 1998). In other words it can be described as an worldwide
attempt to accomplish an discontented need (Higgins, 1994); it is an ability to act in a way full
of purpose and it is a approach to achieve unfilled needs and wants (Buford & Bedeian, 1988)
and the dedication to achieve the target (Buford & Bedeian, 1988). So simply we can declare
that motivation is consist of some inside forces that boost up the worker to attain directorial and
individual objectives. Mostly authors describe motivation with reference to their own view point;
(Kreitner, 1995) argued that motivation is the intellectual method that gives direction and
dedication to the behavior of a person.

(Luthans, 1998) stated motivation in the following words, it is a procedure that initiate with a
physiological insufficiency or want that start up a conduct or a force that is intended for a
objective reason.

(Maurer & Tarulli, 1994; Noe & Wilk, 1993) explained in their examination that in the context
of training of the employees; motivation can influence the keenness of a constituent to take part
in the training program to make use of liveliness in the direction of the program, and moreover to
use what they learn from their actual job or duty. (Campbell & Pritchard, 1983; Graen, 1969).
In another research conducted by (Porter & Lawler, 1968) explained motivation in following
terms that concept motivation is a tendency to do something in a way with full of purpose to
get done and execute those needs which are not fulfilled. The key impression of motivation can
be made understandable in this manner that attributes of individuality keen to spend his hard
works in the direction of a particular type of conducts. According to the author (Buford &
Bedeian, 1988) motivation is a kind of inner, energies to please a displeased need or desire and
the willpower to accomplish it.

2.2.2 Training and Motivation:

It is usually stated regarding training and motivation that both of them are useful or work
together side by side or in simple world it can be stated that both of these two terms depend on
each other. If any person wishes to lessen or eliminate the one variable out of both the variables
than the subsequent variable will also be affected by this act so it is clear that both of them are
running together and are dependent on each other and with elimination of one variable will effect
on the other variable too. It is unfeasible that somebody work alone without taking help from the
other or without someone else supports.(Jurkiewicz, Massey Jr, & Brown, 1998) investigated
that with a reason of meting targets regarding competence and output, it is required to maintain
the level of motivation of your intellectual asset means your employees.

Usually it is considered that and different researchers have suggested that in order to understand
or to build better conception of motivation regarding members training is that to suggest
advantageous insights into a region that is avoided and it is related to competence of training
(Mathieu, Tannenbaum, & Salas, 1992). Organizations are always looking ahead and trying to
find out new ideas, methods to train their employees, ways that inspire the employees encourage
them to enhance job performance. (Alhejji & Garavan) investigated that, in order to meet this
mission and to provide employees with effective training, or reconsideration of the process, we
can form training composed with an examination of our fundamental values and by undertaking
the probable means that can be carefully undertaken by the trainee and it is also essential that
something should be there and that something is the character of instructor.

Pre training motivation is essential, as we discussed it in detail earlier but after training of the
employees, subsequent to training motivation is also very vital for the employees.post training
motivation is also essential with a reason to make the employees training successful. (Guerrero
& Sire, 2001) investigated in their study that motivation and training are in addition been found
to be interconnected with after training agreement and with utilization of skills obtained from the
training at work as a result we can declare that after training motivation is moreover believe to
be very key component in the success of guidance and companies want to give consideration on
this end.

As quickly as the management wanted to organize a valuable training program the system of
employee motivation considered to be very fundamental which perhaps will fetch the expected
outcomes (Subhani, Hasan, & Rahat, 2010) At the instance while beginning and arranging a
program regarding training that can professionally and fruitfully motivate workforce, the
business must be required to make a significant value by adding together substance of training.
Organization should organize the training course with a slightly different way that it will
probably stay elastic according to their varying wants and needs of the association or business.

As we all are familiar with the fact that each and every employee of the organization has a
dissimilar expertise and abilities to do a particular task and that ability of the worker lead the
organization towards value and success, so keeping an eye on this fact it is the major duty of the
business to control, administer and sparkle this individual property by increasing their level of
motivation by using the technique of efficient training and development to advance develop,
boost or extend these expertise and knowledge for the growth and the accomplishment of the
organizational goals and targets (Guerrero & Sire, 2001)

2.3. Job involvement:

Job involvement can be defined in a way that intellectual, feelings related and psychological
acknowledgment with a work or duty. (Kanungo, 1979). By using other words; if an employee
has greater involvement in his job, than the work or his job role turn in the way into segment of
persons own character. The definition of involvement by the employee in his job moreover

20
focuses on that an employee who is highly job- involved considers his work or his task as an
important element of his own-concept (Lawler & Hall, 1970), and that work defines ones self
concept in a good number important manner. (Kanungo, 1979).

Definition given by the Institute of Personnel Management (1990,p.2) explains employees

participation or involvement in a way that it consists of mixture of procedures designed to
engage the employee support, consideration and most favorable contribution of all employees in
a business and their assurance with it.

The concept of work involvement discussed as it is the position to which person is emotionally
already engaged by, concerned in, and apprehensive with persons present task.(Paullay, Alliger,
& Stone-Romero, 1994). Similarly quite a few researchers have argued that highly involved
workers will put significant attempt on the way to the triumph of associations objective and the
turnover rate is in addition condensed e.g.(Kahn, 1990; Kanungo, 1979; Lawler, 1988; Pfeffer,
1995). On the opposing, small job-involved human resources (e.g. divided workers) (Seeman,
1959) have been researched to be far above the ground revenue rate and take out attempt from
the situation and furthermore hold in a variety of unwanted action on job. (Kanungo, 1979).
As a result on the foundation of beyond arguments work involvement is well thought-out to be
important for the success of business and we are also be familiar with that in todays era of
extremely competitive or aggressive atmosphere, human resources of the business are the major
way to take competitive advantage over other organizations. Thus by eliminating this factor, it is
just like organizations are going down from their marketplace spot or from their competitors.

(Herzberg, 1966; Hirschfeld, 2002; Jernigan III, Beggs, & Kohut, 2002; Thoresen, Kaplan,
Barsky, Warren, & de Chermont, 2003)explained in their investigation that the stance of
workers are considerably connected with employees involvement with their job and their
dedication towards job.

(Brown, 1996; Kahn, 1990; Lawler III, 1986; Pfeffer, 1995) explained in their investigation that

employees behaviors regarding their work and task should be classify in such a way that or
theorized that involvement by the employee in work influence workers attempt and his level of
motivation, which subsequently verify the performance of the employee.It is explained by
(Vroom, 1964)in his investigation that the degree to which employees or workers are concerned

21
with their job or in other sense people are involved in their tasks to perform, can be altered by
those factors which are related to a particular circumstances and these factors could be in
consequence to the experiences of the individual employees and emotional response to the job.

(Dutton & Dukerich, 1991) also explained that optimistic organization reflection guides the
recognition of a worker with respect to its corporation. Furthermore this argument is recognized
by another study conducted by researchers, (Dutton, Dukerich, & Harquail, 1994; Smidts, et al.,
2001).

Supporters of employees Involvement also suggest that growth or improvement commonly can
be greatly ended by ordinary employment teams only in the situation that if information, power,
and guidance (awareness to produce development in the job course) are provided to the workers
and furthermore if the employees are held responsible intended for the key segment of the
service or construction method(Lawler, 1994).

(Cialdini et al., 1976) explained in his research study and argue that a person is normally
considered to be appreciative and develop a healthy link with the business that keep a firm height
of a beneficial status as element of his association with brilliance. As a result we are now able to
articulate that healthy and powerful recognitions by means of individuals company or group
may possibly interpret into a sky-scraping amount of work involvement.

(Howard, 1997) argued that the main and large hindrance in the method of sky-scraping
participation is the fewer or small involvement of wealth or funds plus the time taken during the
course or method of adjustment and the other uppermost difficulty is that the managers having
higher-ranking and ruling power put themselves to rule rather than engaging their abilities and
experience towards those practices which are helpful for the organizations stability.

Based upon the literature and previous researches held on this topic we are able to articulate that
Lawler is amongst of those very few researchers who examined and put their efforts to done
cautious examination or considered the topic regarding usefulness of workers involvement in the
organizations context (Lawler, 1979, 1988; Lawler & Lawlor, 1981; Lawler, Ledford, & Chang,
1993). Lawler mainly determined the paybacks that are the consequential of cautiously designed
involvement programs and also considered programs regarding workers training and their job
involvement in his study.
22
 (Shapiro, 2000) argued in his investigation that continuous improvement in job (CI) plays a vital
role in order to successfully involve workforce in job. (Scott & Townsend, 1994) investigated
that, due to the competition all-around the globe and for the reason that customers are
generally conscious from two factors and these are cost of the product and quality of that
product, United states manufacturing industry constantly use different combinations of teams in
order to engage their workforce.

(Geary & Sisson, 1994) explained in their investigation that economic stress which is result of
deficiency of marketplace consistency and due to the weak competitive position of the company,
have lead the interest of the management of the company towards involvement of the employee.

An employer named as John Deer resulting to reduction of staff from the job during 1980s
achieved a historic success by using the technique to boost workers programs regarding training
alongside with empowerment of employees at work. (Menon, 2001)

(Ketchum & Trist, 1992) investigated in their examination that in order to find out sustained
competitive advantage over other organizations, administration has to pay attention towards
worker involvement to boost up performance of the company and in addition to increase
dedication and competence rather than just fulfillment.

Training and job involvement:

National underwriter (1995) establishes that with regard to a examination of 266 companies at
north America of human resource higher officials. Training of the workers and their involvement
were established with a good number to be the most useful actions that guides in the process of
excellence and consumer examination startups.

By keeping in mentality the situation of competitiveness and rivalry the reputation on obtaining
conformity and certification for persons involvement in job, past studies are now considering
deeply to transfer the managers control or management techniques in the direction of
empowering the human resources of the organization and also ensure to facilitate the workforce
(Johnson, 1993; Lawler, et al., 1993; Ripley & Ripley, 1992).
Johnson and Johnsons a reputed organization putting their attributes of achievement in such a
way to increase market share control and it is in result of to a management viewpoint of paying
attention towards continuous improvement by means of whole worker involvement. (Tanner &

23
 Roncarti, 1994). By making evidence to a report published within Industrial Relations Review
and Report (1993), assessment of workers contribution programs, shows that more than 83%
of employers from 735 business groups believe that intensity of workers involvement is in top at
this time as compared with 10 years earlier, moreover 32% business groups or organizations are
now setting up to begin latest participation or involvement programs.

(Howard, 1997) examined in his study that by providing training and by empowering the
management had a significant impact on the display of performance to just about all high-
involvement tasks. On the down side, leaders among more widespread training were more likely
to be on peak of position depending on extent to which they consider an empowering technique.

As a result, training can influence the ideas of leaders regarding what to perform, however it
furthermore might have make them fool with an thinking in mind that conduct of them had
distorted when it had not to be distorted. This shows the significance of expanding the concepts
regarding training by means of growth of expertise and performance. By avoiding putting clear
attentiveness for enhancement of skills and capabilities, training may force to modify managers
own-images other than their conducts.
24
Hypothesis development:

On the bases of review of the literature following hypothesis are developed for present study.

H1: there is a significant positive relationship between training and development and job

motivation.

H2: there is a significant positive relationship between training and development and job

involvement.

Figure 2.1 Theoretical Frame work:

Motivation

Training and Development

Job Involvement

Independent
Dependent

variable

variable
Research Methodology

This chapter will explain us about how this study is conducted in terms of research method used
in this study, location of the study, sample size of the study and it will also tell us about analysis
used on collected data and presentation of the data.

3.1. Type of research:

Type of research for the present study includes the following:

a) Purpose of the study:

There are three basic types of research studies, descriptive study, exploratory study and testing of
the hypothesis but in this particular research hypothesis testing type study is used with an
intention to test the hypothesis developed for the present study. Testing of hypotheses is
conducted with an aim to describe the variation in the dependent variable or to predict
organizational outputs; it can also be called as explanatory type of investigation.

Explanatory research recognizes the reason and effect of a particular occurrence or sequence of
events. Explanatory type of study can also be considered as a cause and effect kind of
examination. It tries to expose the associations among variables and the reasons for something as
well as its chain effects (Creswell & Clark, 2007). In order to meet the purpose of the study,
hypotheses are developed between dependent variables and independent variable of the study to
test them and to found the type of relationship among them. Variables of the study were training
and development which is used in this study as independent variable, motivation and job
involvement were used as dependent variable

b) Type of investigation:
The type of investigation can either be causal or co relational with respect to variables of the
study, whether a study is causal or co relational depends mainly depends on kind of the research
query as well as on how the statement of problem is defined.(Sekaran, 2006). So there was a
need to make a decision regarding which type of study is needed in order to find out the answer
of the dilemma in hand.

27
Present study is co relational in nature with an aim find out and to recognize as well the
correlation among the main variables of the study and to infer that there is positive association
among the dependent and dependent variables or the variables are negatively correlated.

c) Time horizon of the study:

The research study can be categorized under two types; cross-sectional or longitudinal. The
researcher has to make a decision regarding the kind of study based on the kind of research query
as well as how the dilemma is defined (Sekaran, 2006). In the present study due to time
limitations it was not achievable to carry out a longitudinal type of study, thus we conducted
cross sectional type of study and for this purpose we collected the desired data from textile
employees only one time over a period of few weeks.

d) Extent of researchers influence:

The degree of interference by the investigator at the place of work with the natural flow of work
has a straight or direct effect on whether the research study conducted is causal in nature or co
relational in nature(Sekaran, 2006). The present study is undertaken in the normal situation of
the organizations in textile sector and also during the normal workflow, the interference of the
investigator during investigation is minimal. In this study while distributing questionnaires the
researcher has not interfered in regular activities in the organizations.

c) Study setting:

Organizational research can be conducted in two different ways, either in ordinary environment
which is also called as non-contrived setting or in fake or artificial environment of the
organization which is also known as contrived setting. Most of the co relational investigations
are usually undertaken in non-contrived settings, on the other hand causal studies are
undertaken in contrived lab settings. (Sekaran, 2006). Co relational investigations conducted in
organizations are also commonly known as field studies. The present study is conducted in

non-contrived situation in the normal work setting where work continued normally.
f) Unit of analysis:

The unit of analysis is the amount of aggregation of the information or data gathered during the
subsequent examination or analysis of the collected data (Sekaran, 2006).

28
The unit of analysis may differ depending on the type of investigation, e.g. Individuals
respondents, Dyads (two- person groups), Organizations, groups, Cultures. In the present study
the unit of analysis is individual employee of the organization as the data is gathered by the
researcher from each individual employee.

3.2. Population:

Currently there are 1,221 ginning units, 442 spinning units, 124 large spinning units and 425 tiny
units which manufacture textile goods. The total numbers of textile related units in Pakistan are
2212. It is difficult for the researcher to select all the textile organizations as his target population
so only five leading and well established organizations are taken as target population. Based on
the topic of the study which is impact of training and development on employees motivation
and their job involvement, the unit of analysis is individual employee of the organization so the
population of the study is all employees in targeted organizations in textile sector, whether the
employees are working on contract bases or on regular bases and they must have undergone
through training and development at least once in their career.

Following five organizations are selected as targeted population for the current study:

Nishat textile mills ltd

Klash textile private ltd

Sitara textile industries ltd

Masood textile mills ltd

Interloop private ltd

Sampling:
There are two major types of sampling techniques known as probability sampling and non
probability sampling but in the current study non probability sampling technique is used in order
to collect data from employees. In the technique of non probability sampling the elements do not
have predetermined likelihood of being chosen as subject. The type of sampling technique
generally depends on kind of research question or query.

Furthermore Convenience sampling technique is used in the present study in order to collect data
from employees; convenience sampling is a type of non-probability sampling procedure in which

29
subjects are selected on the bases of their suitable ease of access and nearness to the investigator.
The area of the present study is textile sector of Pakistan. It is difficult for the researcher to
collect data from entire textile sector so for the purpose of this study only five major or well
established organizations are selected as target organizations where training practices are being
used and then further sampling techniques are used on these targeted organizations.

The current study uses the sample size of 240 employees from the targeted organizations in
textile sector of Pakistan.

3.4 Instrument/ data collection method/ measurement tool:

There are various data collection methods which are used in order to collect data but type and
nature of study depicts which type of data collection method required to be use in order to collect
data. Researcher is required to take decision regarding what kind of data collection method or
instrument is needed for collection of data.

As the most important purpose of the current study is, to examine the association among training
and development and motivation of the employees and also to study the relationship among
training and development and job involvement of the workers, in this way in order to collect data
for the purpose of the study a structured questionnaire is used. The reason to use questionnaire as
instrument for data collection of this particular study is that, questionnaire is more helpful for
respondents to understand the query, in this way respondent can think, compare the question
properly and then he/she can respond to the question accordingly (Subar et al., 2001).

Questionnaire used for the present study is divided in to four parts. The first part is related with
demographical aspects of the respondents. E.g. age, gender, qualification, work experience of the
employees and remaining parts of the questionnaire are related with general point of view of
training and development of the employees, association between training and development of
employees with motivation and relationship between training and development and job
involvement of the employees of an organization are discussed. Furthermore questionnaire of the
present study used likert type scale for ranking and that scale is comprises of five points. Fifth
point on the scale shows the high level of disagreement with the statement, fourth point is used
by the respondents for less level of disagreement, third point is used by respondent if he/she is
30
neutral with the statement or question, second point is used by respondent if he is agree and first
point is used if respondent is highly agree with the statement of questionnaire.

The questionnaire used for present study is adopted from extent of training in banks and its
impact on employee motivation and involvement in job. Moreover that article from which
questionnaire is adopted for present study was written by the authors (Akhtar, et al., 2011)

3.4.1. Response rate:

In order to collect data for the present study 300 questionnaire were distributed to the selected
employees. Out of these 300 employees 240 employees participate in this study actively and
gave positive response to the researcher so the rate of response of the employees is 80 percent.
Total 300 questionnaire were distributed out of these 300 questionnaires 266 questionnaires were
returned back, 26 questionnaires were not filled correctly or some of them were incomplete so
incomplete questionnaires are not used in this study for the purpose of analyses of this study.
Respondents of this investigation comprise of male and female workers of the targeted
organizations.

3.5. Data analysis/ interpretation:

In quantitative type of research analyses of the collected data is very important in order to get
accurate and useful results and the reason behind that is explanation of the responses and their
coding is a very careful task and for this reason SPSS version 16 is used in the present study
which stands for Statistical Package for the Social Sciences. In the first step all the questions
were entered in the SPSS and than in the second step responses given by the respondents were
also entered in the SPSS for the purpose of analysis. After putting all the question and responses
into SPSS than some statistical tools were applied to analyze the data with an aim to get results
of the study. Statistical tools used in the present study were reliability statistics, frequency and
percentage distribution, correlation analyses and regression analyses.
Discussion and results of the study

In this chapter we will discuss the results and findings of the present study, recommendations and
future research implication are also discussed in this chapter.

5.1. Discussion of the results:

The purpose of the current study was to investigate the impact and effect of training and
development on employee motivation and job involvement. In order to fulfill the key objective
of this study a questionnaire containing twenty four items was developed to make sure that
whether training and development have impact on motivation and job involvement and also to
study the relationship that whether it is positively correlated or negatively correlated.

For this purpose data was collected from five well established textile organizations.
Organizations are selected on the bases of their availability and accessibility as well. Selected
organizations were; Nishat textile mills ltd, klash textile private ltd, Sitara textile industries ltd,
Masood textile mills ltd and Interloop private ltd.

Established questionnaire was filled from employees of these selected organizations and then
different tests were applied on this data, including regression and Pearsons correlation, which
reveals that training and development have positive impact on employee motivation and job
involvement.

Table 4.29 represents the reliability of the questionnaire which is used to collect the data and
reliability of the questionnaire is 0.826 and depicts that questionnaire is good enough to measure
the variables of the study.

Section 4.1 discuss the demographic characteristics of the respondents, results of the present
study reveal that most of the respondents were male. The male respondents were 74.6 percent
and remaining 25.4 percent respondents were female. The reason behind excessive male
respondents than female respondent is the culture of the society, and that is why male
respondents are dominant in the present study. With respect to level of job, most of the
respondents who participated in the current study belong to middle level of the job and very little
57
percentage belongs to top level management. Demographic results of the study reveals that total
83.8% respondents belongs to middle level and 16.2% belongs to top level. The major reason
behind very little top level respondent is that top level of respondent are not easy to access.

Results of level of education depicts that 23.3 percent respondents are graduates, 63.8 percent
have master education level and remaining 12.9 percent of the respondents have other
qualification. On the bases of education level of the respondents we can conclude that most of
the respondents have masters education level, in this way it is good for the results of the study
that respondents have sufficient education level.

Chart 4.1 shows total experience of the respondents. Most of the respondents have total
experience of 5 years which shows that employees who participated in this study are on the
beginning level of their professional career, results of the study also reveals that most employees
have current job experience of 5 years and it can also be supported by the data of age of the
respondents.

Chart 4.3 explains that most of the respondents have an average age ranging from 28-36 years
which means that participants of the present study are on their initial career level and they also
do not have much more experience which means that they are still undergoing through training
and development process and also know the importance of training and development which is
helpful for the present study.

Results of the descriptive statistics revealed that mean value of the training and development is
4.3240 and standard deviation is 0.42968. Mean value of job motivation is 4.1208 and its
standard deviation is 0.47015 and the mean value of job involvement is 4.2217 and the standard
deviation of the job involvement is 0.33240. Descriptive statistics results of the variables are
discussed in table 4.28 and we can interpret from these results that most of the respondents of the
present study were agree with the statement as the mean value of all the variable is on higher
side.

Table 4.30 represents the results of the Pearsons correlation, which is used to test the hypothesis
of the present study Results of the Pearsons correlation matrix states that there is a highly
significant and positive relationship exists between training &development, job motivation and
job involvement. Results of the present study are also verified by various other researchers and
the researchers concluded that there is a significant and positive relationship exists between
training and development, job motivation and job involvement. (Akhtar, et al., 2011)

Regression analysis is also used in order to test the hypotheses that whether there is any
relationship exists between above said variables or not and also to study the amount of change
that training and development predict in job motivation and job involvement. Results of the
regression analysis of training and development and job motivation are mentioned in table
4.31(a) 1. On the bases of regression analysis it is confirmed that training and development
predict reasonable amount of variance in dependent variables which are job motivation and job

involvement. Value of R-square ( shows that 11.1% variance in job motivation is

explained by training and developments in present study. Value of R for job motivation is 0.334

and value of adjusted R-square is (Adjusted and the model is significant at 1% level

of significance.

Section 4.31(a) 2 represents the impact of one variable on other variable and also to understand
the direction of the impact that whether it is positive or negative. Value of beta represent the
importance of the variable in the model, on the bases of the regression model it is observed that
there is significant and positive impact of training and development on job motivation. It can be
concluded on the bases of the results that if organizations do invest in training and development
of the employees than employee job motivation can be increased.

In the same way regression analysis is also used in order to study the impact of training and
development on job involvement. Regression results of training and development and job
involvement are mentioned in table 4.31(b) 1. Value of R of training and development and job

involvement is 0.367, value of R-square is ( which shows that 13.5% variation in

dependent variable which is job involvement is explained by training and development. Value of
adjusted R-square is (Adjusted ). On the bases of above analysis it can be concluded

that there is significant and positive relationship exist between training and development and job
involvement.

Table 4.31(b) 2 represents the impact of one variable on other variable and also shows the
direction of the impact which means whether impact is positive or negative. Beta value of
training and development and job involvement depicts that there is significant positive impact of

59
training and development on job involvement exist on the bases of which hypothesis is accepted
and it is concluded that if organization pay attention towards training and development of the
employees than employees can be more involved in their jobs.

5.2. Recommendations:

Many organization in the current era especially textile sector of Pakistan is currently facing huge
amount of problems regarding employee motivation and their involvement in job. It is usually
seen that most of the employees are not motivated and are not involved in their which in result
cause organizations to suffer from many problems, e.g. low productivity. This study was
conducted in order to study the impact of training and development on employee motivation and
job involvement and results of the current study concluded that training and development plays a
significant role in enhancing employee motivation and job involvement, although there are
several other factors are also helpful in motivating employees and involving them in to their
work but training and development is also a key factor which can motivate employees and
involve them into work.

On the bases of results of the current study it is revealed that training and development is
positively correlated with employee motivation and their job involvement, which means if
organization pay greater attention towards training and development of the employees than
employee motivation level can be increased and also employees can be more involved in their
job. Results of the present study can be used by those organizations where training and
development programs are not used and they pay less attention to improve the skills of the
employees.

Following are some recommendations based on results of the present study which can be used by
organization in textile sector of Pakistan.

As concluded in the frequency analysis of the items section 4.2, most of the employees are agree
with the statement that training must be provided on regular bases and training and development
programs must be part of every employees job. On the bases of employees response it can be
concluded that employees considered training and development important for their job so
organization in textile sector have to start training programs for their employees so that
employees can be motivated and can develop their skills which will ultimately increase their
60
performance as well as organizations performance. (Bartel, 1994) and(d'Arcimoles, 1997) also
concluded in their investigation that training and development programs improves employees as
a result employees get more involved and more motivated towards their job which improves
individual as well as organizational performance. It is observed that most of the employees are
agree that training must be provided on regular bases and it improves their skills. So
organizations have to put serious attention on training of the employees which can reduce their
problems.

Employees are agreeing with the query in the present study that training and development
programs are helpful in professional development.(Barrett & O'Connell, 2001) also concluded in
their research that training and development of employee is the key job motivator.(Niazi, 2011)
also concluded that growth and development programs are helpful in order to motivate
employees. So organization have to provide development and training programs for their
employees on continuous bases in order to improve their skills which ultimately will improve the
productivity as well as performance of the organizations.

It is also concluded on the bases of employees response that training and development programs
are helpful in job involvement of the employees, which is also supported by numerous authors
like(Howard, 1997) who argued that paying less attention and investment on employee training
programs is the main barrier of less involvement in job by employees. (Shapiro, 2000) also
stated in his investigation that continuous improvement programs of employees have significant
importance in order to involve employees in their work, where continuous improvement
programs are training and development programs.

Concluding on the bases of above all suggestion in the context of present study and past
investigations, organization have to provide employees the opportunities to get advanced skills
and expertise and for this purpose organization in textile sector have to start not only the training
and development programs for their employees but also organizations have to provide the
atmosphere where they can utilized their new skills and expertise. Organizations in textile sector
also need to encourage employees to use their new skills and expertise and also to participate in
training and development programs. Above mentioned suggestions can minimize the problems
faced by textile sector.

61
5.3. Contributions:

Training and development of employees is the hottest issue of todays competitive world.

Because this is an era of technology and in order to survive in the long run organizations have to
provide training and development opportunities to their employees in order to advance their
skills. Numerous studies are also conducted on this topic and broad literature is also available in
order to understand the concept of training and development. Present study is also a very small
contribution towards knowledge to understand the importance of training and also to investigate
the relationship of training and development on employees motivation and their involvement in
job in textile sector of Pakistan.

The study provides a guideline to the management of organizations especially to the management
of textile sector of Pakistan which is currently facing huge amount of problems. Economy of
Pakistan is heavily depends on this sector and in this sector also comprise of big amount of small
textile organizations and these organizations are not fully aware of importance of training and
development, currently these organizations are also facing huge problems.

Present study provides the importance of training and development and its impact on employee
motivation and involvement in job. Small organizations as well as big organization can use the
results of the study as guideline and can improve the performance of their employees as well as
the performance of their organization by providing training and development opportunities to
their employees. By improving the performance of textile sector Pakistan can earn huge amount
of foreign exchange so in this way study is very much useful and effective.

5.4 Direction for future research:

Present study is conducted on textile sector of Pakistan by taking only five major organizations.
In future one can conduct the study by taking more organizations as target organizations in order
to get more precise and good results. There is also an opportunity of conducting research by
using different sectors. E.g. service industries, telecommunication sector, banking sector etc. In
future research investigator can compare the textile sector of different countries and use of
training and development in different countries. More variables can also be used to study the
impact of training and development.
5.6. Conclusions:

In the present study impact of training and development on employees motivation and
involvement in their job is discussed and on the bases of results and analyses it is concluded that
there is a significant relationship between training & development and job motivation and also
there is a significant relationship between training and development and employee job
involvement. Results of the current study can be applied in textile sector of Pakistan by small
organizations as well as by well established organizations to increase the motivation as well as
the job involvement of the employees. It is important for the organizations to give employees
opportunities to develop their skills and expertise in order to improve their efficiency and
effectiveness. Results of the study concludes that organizations can compete their rivals by
motivating their human capital and involving them in job and for this purpose organizations have
to invest in training and development of the employees.
63
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