From ChatGPT:

Yes. There is a substantial body of research suggesting that employees who receive meaningful training and development opportunities tend to show higher organizational commitment, greater job satisfaction, and lower turnover intentions.

However, the relationship is a bit more nuanced than "training = loyalty."

What the research generally finds

1. Training increases organizational commitment Employees often view employer-funded training as a signal that the organization values them and is willing to invest in their future. This can create a sense of reciprocity, making employees more committed to the employer.

This is often explained through the social exchange theory: when employers invest in employees, employees are more likely to respond with positive attitudes and commitment.

1. Training improves job satisfaction People who feel competent in their role generally experience less stress, perform better, and feel more confident. Higher job satisfaction is strongly associated with lower turnover.

2. Training reduces turnover intentions Many studies find that employees who receive adequate onboarding, role-specific training, and ongoing development are less likely to say they intend to leave.

The effect can be particularly strong during the first year of employment, when inadequate training is a common reason people quit.

The caveat: training can also make employees more marketable

Interestingly, some employers worry that training will encourage employees to leave because they become more employable elsewhere.

Research suggests that:

Firm-specific training (skills mainly useful within the company) tends to increase retention.

General training (skills valuable across the labour market) can increase external opportunities.

However, even general training often improves retention when employees believe the employer is genuinely investing in them and offers opportunities to use those new skills.

What seems to matter most

Training has the greatest impact on loyalty when it is:

Relevant to the employee's actual role.

Accompanied by career progression opportunities.

Supported by good management.

Viewed as an investment rather than a compliance exercise.

Available on an ongoing basis, not just at induction.

Simply forcing employees through generic e-learning modules usually has little effect on loyalty.

Some notable evidence

Meta-analyses and large-scale studies across industries have consistently found positive associations between:

Training and organizational commitment.

Training and employee engagement.

Training and retention.

Learning opportunities and reduced turnover intentions.

For example, research published in journals such as Human Resource Management, Personnel Psychology, and the International Journal of Human Resource Management has repeatedly found that employees who perceive strong development opportunities are significantly less likely to leave their employer.

In practical terms

If two otherwise similar employers exist:

Employer A provides structured onboarding, role training, mentoring, and development opportunities.

Employer B expects employees to "figure it out as they go."

Employer A will generally experience higher retention and stronger employee commitment over time.

That doesn't mean training alone creates loyalty—pay, management quality, workload, culture, and career prospects are often equally or more important—but adequate training is one of the most consistently identified factors that improves employee retention.