factor. The results showed that the alpha coefficients for the five factors were
high, ranging from .84 to .93, which indicated good internal consistency among
items within each dimension. Factor analysis was then employed to verify the
dimensionality of the overall scale, yielding one-factor construct. This study
initially assumed that the factor analysis would confirm the five dimensions,
but this did not prove to be the case. Because of high correlation among the
items and the dimensions of service quality, respondents might rate similarly
on items in different dimensions resulting in lack of discriminant validity. In
terms of the relative importance of the five dimensions in predicting overall
training quality, heavy loading existed among three attributes: assurance, responsiveness
and reliability. These three attributes seemed to be the most important
components in measuring training quality. In short, one-factor construct
was the most satisfactory result from examining factor analysis.
Relationships Among Training Quality, Job Satisfaction,
and Intention to Stay
All hypotheses except hypotheses 8 and 9, that training quality directly influences
intention to stay, were accepted. Training quality was positively associated
with training satisfaction, training satisfaction influenced job satisfaction,
and job satisfaction was significant determinant of intention to stay. Training
quality is a direct antecedent of job satisfaction. However, the direct effect of
training quality on intention to stay was not supported in this study. Training