Classified Index: C936
U.D.C: 37.04
Dissertation for the Doctoral Degree in Management
THE IMPACT OF TRANSFORMATIONAL
TRAINING PROGRAMS ON QUALITY
ORIENTATION OF EMPLOYEES
Candidate：
Nidal Fawwaz Hussien Al Qudah
Professor Yang Yang
Doctor of Management
Business Administration
School of Management
2018
Supervisor：
Academic Degree Applied for：
Specialty：
Affiliation：
Date of Defense：
Degree-Conferring-Institution： Harbin Institute of Technology

Abstract
Abstract
Different researchers have been working on the role of transformational training
programs in enhancing quality orientation of employees. Many researchers have
evaluated the role of transformational training programs on the quality orientation of
employees using simple linear regression analysis. This method of analysis only
evaluates the direct relationship between the dependent variable transformational
training programs on the independent variable quality orientation of employees.
Therefore, these researches have not been evaluating other variables that do not
contribute directly to the relationship between the dependent and independent variables.
There is importance in deriving a better method of evaluating the direct and indirect
relationship between dependent, independent variables and the relation with other
variables.
The main aim of this study was to investigate the moderating role of organizational
innovation in the relationship between transformational training programs and quality
orientation of employees. As well as, the mediating effect of employee loyalty in the
relationship between transformational training programs and quality orientation of
employees. The population of the current study consists of all employees working in
private Jordanian universities, totaling (15) universities. The sample of the current study
consisted of Deans, heads of department and faculty member’s respondents working in
Jordanian private universities at Amman capital.
The Researcher adopts the quantitative method approach represented in the survey.
The using of survey is to examine the impact of Transformational Training Programs on
Quality Orientation of employees, as well as and the mediation role Employee Loyalty
on the relationship between transformational training programs and quality orientation
of employees and moderating of Organizational Innovation on the relationship between
transformational training programs and quality orientation of employees and to study
the causal relationships for a certain phenomenon. Using survey in this study is suitable
for the quantitative phase in order to test and validate the proposed conceptual
framework, to determine the relationship between the Transformational Training
Programs, Quality Orientation of employees, Employee Loyalty, and Organizational
Innovation.
The study developed the model of transformational training programs- quality
orientation of employees which involved the mediating (employee loyalty) and
moderating (organizational innovation) variables. The present research has discussed
four main perceived roles of transformational training programs, which include reaction,
learning, behavior, and results. The study led to accepting the hypothesis that there was
a significant relationship between influences of transformational training programs on
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Dissertation for the Doctoral Degree in Business Administration, HIT
the quality orientation of employees.
The researcher has selected the questionnaire survey as the tool for data collection
from the targeted respondents. There have been developed questions in the
questionnaire for extracting basic information as well as the views of respondents
regarding the concepts of transformational training programs, the quality orientation of
employees, employee loyalty and organizational innovation.
For that, the researcher used multidimensional measurement instrument to mesure
the research variables and as followed:transformational training programs which had
four dimensions (reaction, learning, behavior, and results), the measurment insterment
for this dimension consists if 13 items divided into four dimensions where reaction with
three items, learning four items, behavior three items and results three. Employee
loyalty three dimensions as followed (Loyalty to Supervisor, Loyalty to Working Group
and Loyalty to Organization), Organizational Innovation with three dimensions (Process
innovation, Product innovation and Capability innovation) and Quality orientation of
employees.
The statistical package SPSS (version 23) and AMOS 23 was used for data
analysis. The consistency of each measure was examined using Cronbach's alpha. The
descriptive of the Study Sample Characteristics obtained through using the percentage
and frequency. The Instrument Refinement and Validation results done through using
Confirmatory Factor Analysis. The Convergent Validity done through using the average
variance extracted (AVE) and Composite Reliability (CR). Finally, A structural equation
model (SEM) analysis was conducted to test the hypothesis of this study in order to
assess the effect and the significance level of each path in the research framework.
The study accepted the hypothesis that employee loyalty mediates the relationship
between transformational training programs (reaction, learning, behavior, results) and
quality orientation of employees. The study also accepted the hypothesis that
organizational innovation (process innovation, product innovation and capability
innovation) moderates the relationship between transformational training programs and
quality orientation of employees. Transformational training programs (reaction,
behavior and results) has a positive direct impact on quality orientation of
employees,learning do not have a positive direct impact on quality orientation of
employees.
Transformational Training Programs (Reaction, Learning, Behavior, Results) has a
significant direct impact on Employee Loyalty (Loyalty to Supervisor, Loyalty to
Working Group and Loyalty to Organization).
Employee Loyalty (Loyalty to Supervisor, Loyalty to Working Group and Loyalty
to Organization) has a significant direct impact on Quality Orientation of Employees.
Future researchers should investigate the different between deans, heads of department
respondents, and faculty members in the effect of Transformational Training Programs
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