A gift exchange perspective on organizational training

We propose using gift exchange theory to explain when it is appropriate for employers to make expenditures in general training for employees and expect to benefit from it. We reason that while general training expenditures could make an employer vulnerable to loss from employees who quit after the training is completed, when employees receive training within the context of a gift exchange relationship with the employer, they are likely to feel obligated to reciprocate and behave more cooperatively. By presenting general training to employees in a manner that follows the rules of gift exchange, which are specified in this paper, an employer is more likely to appropriate the benefits that correspond to increased levels of employee cooperation.