Different companies choose different training strategies to reinforce human capital. The main aim of this paper is to measure the impact of training on the loyalty of bank employees. Various factors that could potentially impact the loyalty levels were considered. This comparative quantitative study is the first one that investigates the differences in loyalty levels that was carried out on a sample of Polish and Russian bank employees. The study manages to elaborate on the results of an original comprehensive survey conducted in both Poland and Russia on a sample of more than 2000 bank employees. Kolmogorov-Smirnov test, Mann-Whitney test, Kruskal-Wallis test, exploratory factor analysis, Cronbach’s alpha, Kaiser-Mayer-Olkin and Bartlett`s test and answer tree (CHAID method) were used. The paper confirms breaking up general loyalty concept into affective commitment and calculative loyalty. Training does not impact employees’ rational choices. However, employers can strengthen loyalty by using instruments influencing employees’ emotionality and thus strengthen human capital.

中文翻译：

---

终身学习作为员工保留工具。比较银行分析

不同的公司选择不同的培训策略来增强人力资本。本文的主要目的是衡量培训对银行员工忠诚度的影响。考虑了可能影响忠诚度水平的各种因素。这项比较定量研究是第一个调查波兰和俄罗斯银行员工样本忠诚度水平差异的研究。该研究设法详细说明了在波兰和俄罗斯进行的原始综合调查的结果，该调查对2000多名银行员工进行了抽样调查。使用了Kolmogorov-Smirnov检验，Mann-Whitney检验，Kruskal-Wallis检验，探索性因子分析，Cronbach's alpha，Kaiser-Mayer-Olkin和Bartlett的检验和答案树（CHAID方法）。本文证实了将一般忠诚度概念分解为情感忠诚度和计算忠诚度。培训不会影响员工的理性选择。但是，雇主可以使用影响员工情绪的手段来提高忠诚度，从而增强人力资本。