In this competitive and developing world, organizational commitment is considered an imperative and pivotal factor in the workplace. Throughout the years, scholars have identified the existence of several factors, antecedents and predictors of organizational commitment. However, there is minimal focus on the relationship between employee attitudes and perceptions of training and development; (i) training motivation (ii) perceived training support and (iii) perceived training benefits and its impact on organizational commitment, particularly within public sectors of developing countries. Similarly, there is limited research on how the concept of workplace well-being can influence organizational commitment in organizations. As a result, this study examined the relationship between public officers’ attitudes and perceptions of training and development and organizational commitment, with a focal point on workplace well-being as a mediator to the relationship of these variables within the Belize Public Sector. The data collected via online survey from 268 full time public officers was analyzed with SPSS and AMOS. The results of the linear and hierarchical regression analyses confirmed that attitudes and perceptions of training and development had positive relationships with workplace well-being. Results also showed that these attitudes and perceptions had positive, but lower associations with organizational commitment and that perceived training benefits had no relationship with organizational commitment. Lastly, the results obtained revealed that workplace well-being only mediated the relationships between training motivation, perceived training support and organizational commitment, but not that of perceived training benefits and organizational commitment. The findings of this study provide practitioners in the Belize Public Sector with information on public officers’ attitudes and perceptions with respect to training and development, workplace well-being and commitment.

Aguinis, H., & Kraiger, K. (2009). Benefits of training and development for individuals and teams, organizations, and society. Annual Review of Psychology, 60, 451-474. doi: 10.1146/annurev.psych.60.110707.163505

Ahmad, K. Z., & Bakar, R. A. (2003). The association between training and organizational commitment among white‐collar workers in Malaysia. International Journal of Training and Development, 7(3), 166-185.

Albrecht, S., & Travaglione, A. (2003). Trust in public-sector senior management. International Journal of Human Resource Management, 149(1), 76-92.

Al‐Emadi, M. A. S., & Marquardt, M. J. (2007). Relationship between employees’ beliefs regarding training benefits and employees’ organizational commitment in a petroleum company in the State of Qatar. International Journal of Training and Development, 11(1), 49-70.

Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational and Organizational Psychology, 63(1), 1-18.

Allen, N. J., & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of Vocational Behavior, 49(3), 252-276.

Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management, 29(1), 99-118.

Arora, N., & Bhagat, P. (2016). Well-being: Exploring its meaning at workplace. Indian Journal of Health and Wellbeing, 7(10), 982-987.

Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.

Barrow, D. O. (2017). Budget speech for fiscal year 2017/2018. Retrieved from http://cdn.gov.bz/belize.gov.bz/files/Budget%20Speech%202017%20-%20FINAL.pdf

Bartlett, K. R. (2001). The relationship between training and organizational commitment: A study in the health care field. Human Resource Development Quarterly, 12(4), 335-352.

Beck, K., & Wilson, C. (2000). Development of affective organizational commitment: A cross-sequential examination of change with tenure. Journal of Vocational Behavior, 56(1), 114-136.

Becker, H. S. (1960). Notes on the concept of commitment. American Journal of Sociology, 66(1), 32-40.

Bergman, M. E. (2006). The relationship between affective and normative commitment: Review and research agenda. Journal of Organizational Behavior, 27(5), 645-663.

Blau, P. M. (1964). Exchange and power in social life. New York: John Wiley & Sons Inc.

Boselie, P., Dietz, G., & Boon, C. (2005). Commonalities and contradictions in HRM and performance research. Human Resource Management Journal, 15(3), 67-94.

Brown, T. A., & Moore, M. T. (2012). Confirmatory factor analysis. In R.H. Hoyle (Eds.), Handbook of Structural Equation Modeling (pp. 361-379). New York: Taylor & Francis Group.

Bryman, A., & Cramer, D. (2002). Quantitative data analysis with spss release 10 for windows: A guide for social scientists. Philadelphia, USA: Taylor & Francis Inc.

Buckley, R., & Caple, J. (2009). The theory and practice of training. Philadelphia, USA: Kogan Page Publishers.

Burchell, M., & Robin, J. (2011). The great workplace: How to build it, how to keep it, and why it matters. San Francisco, USA: John Wiley & Sons.

Bussing, A., Bissels, T., Fuchs, V., & Perrari, K. M. (1999). A dynamic model of work satisfaction: Qualitative approaches. Human Relations, 52(8), 999-1028.

Cannon-Bowers, J. A., Salas, E., Tannenbaum, S. I., & Mathieu, J. E. (1995). Toward theoretically based principles of training effectiveness: A model and initial empirical investigation. Military Psychology, 7(3), 141-164.

Caribbean Forum. (2000). Report of the working group on public sector reform. Retrieved from http://unpan1.un.org/intradoc/groups/public/documents/caricad/unpan000475~2.pdf

Cohen, A. (2007). Commitment before and after: An evaluation and reconceptualization of organizational commitment. Human Resource Management Review, 17(3), 336-354.

Cole, G. A. (2002). Personnel and human resource management. London, United Kingdom: Cengage Learning EMEA.

Colquitt, J. A., LePine, J. A., & Noe, R. A. (2000). Toward an integrative theory of training motivation: A meta-analytic path analysis of 20 years of research. Journal of Applied Psychology, 85(5), 678-707.

Currie, D. (2001). Managing employee well-being. Oxford: Chandos Publishing (Oxford).

De Simone, S. (2014). Conceptualizing wellbeing in the workplace. International Journal of Business and Social Science, 5(12), 118-122.

Dias, A., & Silva, R. (2016). Organizational training and organizational commitment: A literature review and conceptual development. International Journal of Innovative Science, Engineering & Technology, 3(1), 387-399.

Diener, E., Suh, E. M., Lucas, R. E., & Smith, H. L. (1999). Subjective well-being: Three decades of progress. Psychological Bulletin, 125(2), 276-302.

Dobre, O. I. (2013). Employee motivation and organizational performance. Review of Applied Socio-Economic Research, 5(1), 53-60.

Dodge, R., Daly, A. P., Huyton, J., & Sanders, L. D. (2012). The challenge of defining wellbeing. International Journal of Wellbeing, 2(3), 22-235.

Ehrhardt, K., Miller, J. S., Freeman, S. J., & Hom, P. W. (2011). An examination of the relationship between training comprehensiveness and organizational commitment: Further exploration of training perceptions and employee attitudes. Human Resource Development Quarterly, 22(4), 459-489.

Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75(1), 51-59.

Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507.

Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565.

Ensour, W. A. R., & Kharabsheh, R. A. (2015). The philosophy and practice of training and development: The case of the Jordanian electricity sector. International Journal of Training and Development, 19(2), 138-160.

Epitropaki, O., & Martin, R. (2005). From ideal to real: A longitudinal study of the role of implicit leadership theories on leader-member exchanges and employee outcomes. Journal of Applied Psychology, 90(4), 659.

Forgeard, M. J., Jayawickreme, E., Kern, M. L., & Seligman, M. E. (2011). Doing the right thing: Measuring wellbeing for public policy. International Journal of Wellbeing, 1(1), 79-106.

Gagné, M., & Deci, E. L. (2005). Self‐determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331-362.

Garrow, V. (2004). Training and development and the psychological contract. Training Journal, 3(1), 8-10.

Government of Belize. (1992). Belize Constitution (Government open vote workers regulations). Retrieved from https://www.oas.org/juridico/mla/en/blz/en_blz-int-text-const_2003.pdf

Government of Belize. (2001). Belize Constitution (services commissions regulations 2001). Retrieved from
http://www.publicservice.gov.bz/index.php/component/jdownloads/send/16-pension-and-gratuity-acts/48-services-commissions-regulation-si-159-of-2001

Government of Belize. (2015). Government of Belize: The official Government portal. Retrieved from http://www.belize.gov.bz/

Government of Belize. (2018). Ministry of Labour, Local Government, Rural Development, Public Service, Energy and Public Utilities. Retrieved from http://www.publicservice.gov.bz/index.php

Gray, C., & Kinnear, P. R. (2012). IBM SPSS statistics 19 made simple. New York: Psychology Press.

Guest, D. (2002). Human resource management, corporate performance and employee wellbeing: Building the worker into HRM. The Journal of Industrial Relations, 44(3), 335-358.

Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2010). SEM: An introduction. Multivariate data analysis: A global perspective. Upper Saddle River, NJ: Pearson Education.

Harter, J. K., Schmidt, F. L., & Keyes, C. L. (2003). Well-being in the workplace and its relationship to business outcomes: A review of the Gallup studies. In C.L. Keyes & J. Haidt (Eds.), Flourishing: The Positive person and the good life (pp. 205-224). Retrieved from
http://media.gallup.com/documents/whitePaper--Well-BeingInTheWorkplace.pdf

Healey, J. F. (2014). Statistics: A tool for social research. USA: Cengage Learning.

Herzberg, F.I. (1966). Work and the nature of man. Cleveland, Ohio: World Publishing Company.

Hooper, D., Coughlan, J., & Mullen, M. (2008). Structural equation modelling: Guidelines for determining model fit. Journal of Business Research Methods, 6(1), 53-60.

Jans, N. A. (1989). Organizational commitment, career factors and career/life stage. Journal of Organizational Behavior, 10(3), 247-266.

Jernigan III, I. E., Beggs, J. M., & Kohut, G. F. (2002). Dimensions of work satisfaction as predictors of commitment type. Journal of Managerial Psychology, 17(7), 564-579.

Kothari, C. R. (2004). Research methodology: Methods and techniques. New Delhi, India: New Age International.

Lafuente, M. (2013). Public employment and pay policy in Belize. Washington, DC: Inter-American Development Bank. Retrieved from
http://services.iadb.org/wmsfiles/products/Publications/38061144.pdf

Loi, R., Hang‐Yue, N., & Foley, S. (2006). Linking employees' justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support. Journal of Occupational and Organizational Psychology, 79(1), 101-120.

Markovits, Y., Boer, D., & van Dick, R. (2014). Economic crisis and the employee: The effects of economic crisis on employee job satisfaction, commitment, and self-regulation. European Management Journal, 32(3), 413-422.

Martel, J. P., & Dupuis, G. (2006). Quality of work life: Theoretical and methodological problems, and presentation of a new model and measuring instrument. Social Indicators Research, 77(2), 333-368.

Martin, A., & Roodt, G. (2008). Perceptions of organizational commitment, job satisfaction and turnover intentions in a post-merger South African tertiary institution. SA Journal of Industrial Psychology, 34(1), 23-31.

Mathieu, J. E., & Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108(2), 171-194.

Mathieu, J. E., Tannenbaum, S. I., & Salas, E. (1992). Influences of individual and situational characteristics on measures of training effectiveness. Academy of Management Journal, 35(4), 828-847.

Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89.

Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. California, USA: Sage Publications.

Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538.

Meyer, J. P., Becker, T. E., & van Dick, R. (2006). Social identities and commitments at work: Toward an integrative model. Journal of Organizational Behavior, 27(5), 665-683.

Meyer, J. P., & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human Resource Management Review, 11(3), 299-326.

Meyer, J. P., & Maltin, E. R. (2010). Employee commitment and well-being: A critical review, theoretical framework and research agenda. Journal of Vocational Behavior, 77(2), 323-337.

Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20-52.

Morrow, P. C. (1983). Concept redundancy in organizational research: The case of work commitment. Academy of Management Review, 8(3), 486-500.

Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee-organization linkages: The psychology of commitment, absenteeism, and turnover. New York, USA: Academic press Inc.

Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14(2), 224-247.

Neuman, W. (2014). Social research methods: Qualitative and quantitative approaches (7th ed.). Harlow, England: Pearson Education Limited.

Newman, A., Thanacoody, R., & Hui, W. (2011). The impact of employee perceptions of training on organizational commitment and turnover intentions: A study of multinationals in the Chinese service sector. The International Journal of Human Resource Management, 22(8), 1765-1787.

Noe, R. A. (1986). Trainees' attributes and attitudes: Neglected influences on training effectiveness. Academy of Management Review, 11(4), 736-749.

Noe, R. A. (2013). Employee training and development (6th ed.). Singapore: McGraw-Hill/Irwin.

Noe, R. A., & Schmitt, N. (1986). The influence of trainee attitudes on training effectiveness: Test of a model. Personnel Psychology, 39(3), 497-523.

Noe, R. A., & Wilk, S. L. (1993). Investigation of the factors that influence employees' participation in development activities. Journal of Applied Psychology, 78(2), 291-302.

Nordhaug, O. (1989). Reward functions of personnel training. Human Relations, 42(5), 373-388.

Nunnally, J. (1978). Psychometric methods (2nd ed.). New York. NY: McGraw-Hill.

Ocampo, J. A., & Martin, J. (Eds.). (2003). Globalization and development: A Latin American and Caribbean perspective. Washington, DC: World Bank.

Ocampo, J. A., Zamagni, S., Ffrench-Davis, R., & Pietrobelli, C. (Eds.). (2000). Financial globalization and the emerging economies. New York, USA: United Nations Publication.

O'Driscoll, M. P., & Randall, D. M. (1999). Perceived organizational support, satisfaction with rewards, and employee job involvement and organizational commitment. Applied Psychology, 48(2), 197-209.

Owens Jr, P. L. (2006). One more reason not to cut your training budget: The relationship between training and organizational outcomes. Personnel Administration, 35(2), 163-172.

Owoyemi, O. A., Oyelere, M., Elegbede, T., & Gbajumo-Sheriff, M. (2011). Enhancing employees’ commitment to organization through training. International Journal of Business and Management, 6(7), 280-284.

Page, K. M., & Vella-Brodrick, D. A. (2009). The ‘what’, ‘why ‘and ‘how ‘of employee well-being: A new model. Social Indicators Research, 90(3), 441-458.

Parker, G. B., & Hyett, M. P. (2011). Measurement of well-being in the workplace: The development of the work well-being questionnaire. The Journal of Nervous and Mental Disease, 199(6), 394-397.

Pollard, E. L., & Lee, P. D. (2003). Child well-being: A systematic review of the literature. Social Indicators Research, 61(1), 59-78.

Porter, L. W., Bigley, G. A., & Steers, R. M. (2003). Motivation and work behavior (7th ed.). Boston: McGraw-Hill/Irwin.

Rahman, W., & Nas, Z. (2013). Employee development and turnover intention: Theory validation. European Journal of Training and Development, 37(6), 564-579.

Renee Baptiste, N. (2008). Tightening the link between employee wellbeing at work and performance: A new dimension for HRM. Management Decision, 46(2), 284-309.

Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4),698-714.

Robbins, S. P., & Judge, T. A. (2016). Organizational behavior (17th ed.). England: Pearson.

Romero, D. J. (2014). Globalization and development in Latin America and the Caribbean: A Review. E-Research: A Journal of Undergraduate Work, 2(3),5. Retrieved from
https://digitalcommons.chapman.edu/cgi/viewcontent.cgi?article=1056&context=e-Research.

Rousseau, D. (1995). Psychological contracts in organizations: Understanding written and unwritten agreements. Thousand Oaks, CA: Sage Publications.

Rowden, R. W. (2000). The relationship between charismatic leadership behaviors and organizational commitment. Leadership & Organization Development Journal, 21(1), 30-35.

Ryan, R. (2009). Self-determination theory and well-being. Social Psychology, 84(822), 848-849.

Ryan, R. M., & Deci, E. L. (2001). On happiness and human potentials: A review of research on hedonic and eudemonic well-being. Annual Review of Psychology, 52(1), 141-166.

Ryff, C. D. (1989). Happiness is everything, or is it? Explorations on the meaning of
psychological well-being. Journal of Personality and social Psychology, 57(6), 1069-1081.

Scholarios, D., & Marks, A. (2004). Work‐life balance and the software worker. Human Resource Management Journal, 14(2), 54-74.

Schuler, R. S., & MacMillan, I. C. (1984). Gaining competitive advantage through human resource management practices. Human Resource Management, 23(3), 241-255.

Sherony, K. M., & Green, S. G. (2002). Coworker exchange: relationships between coworkers, leader-member exchange, and work attitudes. Journal of Applied Psychology, 87(3), 542.

Siu, O. L. (2002). Occupational stressors and well‐being among Chinese employees: The role of organizational commitment. Applied Psychology, 51(4), 527-544.

Sloan, M. M. (2012). Unfair treatment in the workplace and worker well-being: The role of coworker support in a service work environment. Work and Occupations, 39(1), 3-34.

Sparrow, P. R. (1998). Reappraising psychological contracting: Lessons for the field of human-resource development from cross-cultural and occupational psychology research. International Studies of Management & Organization, 28(1), 30-63.

Spector, P. E. (1997). Job satisfaction: Application, assessment, causes, and consequences. USA: Sage Publications.

Statistical Institute of Belize. (2016). Labour force: September 2016. Retrieved from http://sib.org.bz/wp-content/uploads/2017/05/LFS_2016-09-773x1024.png

Statistical Institute of Belize. (2017). Labour force survey: April 2017. Retrieved from http://www.sib.org.bz/wp-content/uploads/LabourForce_2017-04.pdf

Tannenbaum, S. I., Mathieu, J. E., Salas, E., & Cannon-Bowers, J. A. (1991). Meeting trainees' expectations: The influence of training fulfillment on the development of commitment, self-efficacy, and motivation. Journal of Applied Psychology, 76(6), 759-769.

Taris, T. W., & Schreurs, P. J. (2009). Well-being and organizational performance: An organizational-level test of the happy-productive worker hypothesis. Work and Stress, 23(2), 120-136.

Tehrani, N., Humpage, S., Willmott, B., & Haslam, I. (2007). What is happening with well-being at work? Retrieved from:
http://www.mentalhealthpromotion.net/resources/what-happening-with-well-being-at-work.pdf

Tharenou, P. (1997). Organizational, job, and personal predictors of employee participation in training and development. Applied Psychology, 46(2), 111-134.

Tharenou, P. (2001). The relationship of training motivation to participation in training and development. Journal of Occupational and Organizational Psychology, 74(5), 599-621.

Tharenou, P., & Conroy, D. (1994). Men and women managers' advancement: personal or situational determinants?. Applied Psychology, 43(1), 5-31.

Vansteenkiste, M., Lens, W., & Deci, E. L. (2006). Intrinsic versus extrinsic goal contents in self-determination theory: Another look at the quality of academic motivation. Educational Psychologist, 41(1), 19-31.

Vroom, V. H. (1964). Work and motivation. New York: Wiley

Wang, Y. (2008). Emotional bonds with supervisor and co-workers: Relationship to organizational commitment in China's foreign-invested companies. The International Journal of Human Resource Management, 19(5), 916-931.

Weil, A., & Woodall, J. (2005). HRD in France: the corporate perspective. Journal of European Industrial Training, 29(7), 529-540.

Wikipedia. (2018, July 3). Belize. In Wikipedia, The Free Encyclopedia. Retrieved from
https://en.wikipedia.org/w/index.php?title=Belize&oldid=848733394