Impact of Financial Literacy, Training Opportunities, and Career Growth on Employee Career Commitment and Retention Intention: A Review

Employee retention has become one of the most pressing concerns for organisations operating in competitive and increasingly mobile labour markets. While compensation and workplace culture remain widely studied determinants of an employee's decision to stay with or leave an organisation, three related but conceptually distinct factors — financial literacy, access to training opportunities, and perceived career growth — have received comparatively fragmented attention in the human resource management literature, particularly when considered together as joint predictors of career commitment and retention intention. This paper undertakes a narrative review of the existing theoretical and empirical literature on financial literacy, training and development, and organisational career growth, and synthesises how each construct independently and jointly relates to employee career commitment and the intention to remain with an employer. Drawing on human capital theory, organisational career growth theory, the three-component model of commitment, and established turnover-intention process models, the review finds consistent evidence that employees who perceive strong training support and clear opportunities for career advancement report higher affective commitment and lower turnover intention, while financial literacy operates as a comparatively newer but growing predictor of financial stress reduction, productivity and loyalty. The review also identifies a notable gap: very few studies integrate financial literacy alongside training and career growth within a single explanatory model of retention. The paper concludes by proposing an integrated conceptual framework and outlining directions for future empirical research, including sector-specific validation and the mediating role of career commitment between these antecedents and retention intention.

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