In the expansion phase of a business cycle, loyalty is very important for the fluent functioning of companies. One of the tools that increases it is training, but not all training ha s a positive influence. Training can strengthen loyalty and thereby build human capital. There is very little research on the relationship between the quality of training and the level of employee loyalty. The main aim of this paper is to analyse the impact of the value of training on the loyalty of employees and to compare results taken from Poland and Russia. The following tests were used to study these relationships: exploratory factor analysis (EFA), the Kolmogorov Smirnov test, the Mann Whitney U test, the Kruskal Wallis test, Cronbach’s alpha, the Kaiser Mayer Olkin test and Bartlett`s test, as well as regression. An empirical survey was conducted both in Poland and Russia on a sample of more than 2200 bank employees. After analyzing the research, one can state that from an employee’s perspective, the value of training initiatives influence affective commitment and loyalty in general (especially in Poland). Paying closer attention to this aspect of business could bring specific benefits to an organisation by increasing employee involvement in the structure. Employees indicated that the value of training initiatives influence affective commitment more strongly than factors such as the country in which they work and their position. However, training initiatives are less important with regards to calculative loyalty. The percentage of skills learned during training have a low correlation with loyalty, affective commitment and calculative loyalty. It should also be remembered that employee loyalty testing should be included in the solutions used in managing human capital in an organization.

中文翻译：

---

培训和忠诚度的价值。比较分析

在业务周期的扩展阶段，忠诚度对于公司流畅的运作非常重要。增加培训的一种工具是培训，但并非所有培训都具有积极影响。培训可以增强忠诚度，从而建立人力资本。关于培训质量与员工忠诚度之间的关系的研究很少。本文的主要目的是分析培训价值对员工忠诚度的影响，并比较波兰和俄罗斯的调查结果。以下测试用于研究这些关系：探索性因子分析（EFA），Kolmogorov Smirnov测试，Mann Whitney U测试，Kruskal Wallis测试，Cronbach's alpha，Kaiser Mayer Olkin测试和Bartlett's测试，以及回归。在波兰和俄罗斯对2200多名银行员工进行了实证调查。在对研究进行分析之后，可以指出，从员工的角度来看，培训计划的价值总体上会影响情感承诺和忠诚度（尤其是在波兰）。更加关注业务的这一方面，可以通过增加员工对结构的参与来为组织带来特定的好处。员工表示，培训计划的价值比其工作所在的国家和职位等因素对情感投入的影响更大。但是，在计算忠诚度方面，培训计划并不那么重要。培训期间学习的技能百分比与忠诚度，情感投入和计算忠诚度的相关性较低。