摘要：Research Aims - Incorporating theories about psychological contracts and job characteristics,this research explores the relationship between different types of training events (i.e.on-the-job versus off-the-job training) and the turnover intention of female employees.Growth Need Strength (GNS) is a personality factor that strengthens this relationship.Design/Methodology/Approach - Empirical evidence for the research was derived from a survey that collected data from 221 female corporate officers in Vietnam,followed by a hierarchical regression.Research Findings - The results suggest that GNS significantly moderates the influence of off_the-job training on turnover intention.With higher levels of GNS,women who participate in more off-the-job training and development activities provided by the company are less likely to consider leaving.This moderating effect,however,does not significantly affect the relationship between on?the-job training and turnover intention.Theoretical Contribution/Originality - The paper investigates on-the-job and off-the-job training and assesses their effects on turnover intention,with emphasis on female employees.Managerial Implications in the Southeast Asian Context - The results provide useful implica?tions for organisational training of professional women in Southeast Asian countries,taking into consideration similarities in culture,social norms and organisational behaviour.Research Limitations and Implications - The research is limited by its sample and by a subjective self-assessment scale.
关键词：Female employee;Growth need strength;on-the-job training;off-the-job training;turnover intention;Vietnam
