Creative Commons

Nowadays, organizations focus merely on the loyalty of their customers in order to be competitive in their sector. Of the various potential factors that contribute to the customers’ loyalty, work engagement among employees has gained a great deal of interest and popularity from both practitioners and scholars in the fields of business, Human Resource Development (HRD), and organization development, based on the perspective that work engagement can be an important predictor of organizational performance and sustainability. Meanwhile, training and development practices are considered to contribute to the employees’ engagement in their work environment. Nevertheless, empirical studies on the relationship between training, development and work engagement are still limited, especially in the banking sector. The purpose of this study is to examine the potential impact of Perceived Training Opportunities and Perceived Investment in Employee Development in work engagement. A research model has been developed and empirically tested, using primary data collected from employees in the Greek banking sector. The sample of this study was 185 bank employees and the questionnaires were distributed in online banking community groups and forums. Empirical results reveal a strong relationship between Perceived Training Opportunities and Perceived Investment in Employee Development and work engagement. Banks should invest in training and development opportunities in order to enhance work engagement and develop a competitive edge over their competitors in delivering high quality services to the customers.