The Resource Conversion Mechanism: Trust, Leader's Vision of Talent, and Informal Training as Pathways to...

Organizational commitment is crucial for employee retention and performance; however, little is known about how social and leadership resources translate into organizational commitment through routine learning behaviors. Based on the Conservation of Resources (COR) theory, this study explores how trust and leader's vision of talent influence organizational commitment through three informal training formats: peer/supervisor coaching, knowledge sharing, and job rotation. Using data from the 2023 Korea Human Capital Enterprise Survey (N = 10,371), this study employs a generalized structural equation model that combines Bernoulli logit mediation equations with Gaussian identity outcome equations, along with the bootstrap method, to test the proposed mediation model. The results show that trust and leader's vision of talent are positively correlated with organizational commitment, whereas knowledge sharing and job rotation significantly mediate these relationships. Peer/supervisor coaching shows no mediating effect. This study conceptualizes informal training as a mechanism through which workplace resources are implemented and translated into employee attitudes, thereby extending COR theory from resource acquisition and protection to resource utilization processes in everyday organizational contexts. The findings suggest that organizations should strengthen trust-based and development-oriented human resource practices to foster employee commitment. These implications extend beyond Korean firms to global HR practitioners seeking to build learning-supportive workplaces.