Sequential mixed methods research was conducted to evaluate the success of graduate development programs implemented by construction organisations. The current paper reports on the second phase of the investigation which presents the likelihood of retention in the organisation as a result of experiencing a GDP. Methodology Semi-structured interviews of graduates and HR managers identified implemented developmental activities at the same time as quantitative measurement of commitment using the Three Components Model of commitment tool. The overall results show no statistically significant increase in any form of commitment as a result of participating in a GDP. However results reveal a "trend in the right direction": higher affective and normative commitment and lower continuance commitment where GDPs are implemented. Detailed analysis shows job rotation and attending more than one interview were associated with desirable outcomes. Implications These results are important because GDPs and their benefits might be perceived as a privilege associated with large employers; in reality, multiple interviews during recruitment and job rotation can both be implemented by all construction organisations, regardless of size. All construction organisations should be encouraged to implement carefully designed development programs.
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