HR practices and turnover intention: the mediating roles of organizational commitment and organizational engagement in a selected region in Malaysia

This study examined the mediating effects of organizational commitment (OC) and organizational engagement (OE) on the relationship between human resource (HR) practices (career management, performance appraisal, compensation, person-job fit and job control) and turnover intention. A total of 457 emp...

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Bibliographic Details
Published in:International journal of human resource management 2013-09, Vol.24 (15), p.3002-3019
Main Authors: Juhdi, Nurita, Pa'wan, Fatimah, Hansaram, Ram Milah Kaur
Format: Article
Language:English
Subjects:
Career development
Commitments
Employee involvement
Employee turnover
HR practices
Human resource management
Job performance
Labour turnover
Malaysia
Organizational behavior
organizational commitment
Organizational effectiveness
organizational engagement
Personnel management
Regression analysis
Studies
turnover intention
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Summary:This study examined the mediating effects of organizational commitment (OC) and organizational engagement (OE) on the relationship between human resource (HR) practices (career management, performance appraisal, compensation, person-job fit and job control) and turnover intention. A total of 457 employees working in various sectors in a selected region in Malaysia participated in this study. It was found that all the variables used to measure HR practices have significant effects on OC and OE. However, multiple regression analyses indicated that career management and job control did not have any significant influence on turnover intention. OC and OE were discovered to give partial mediating effects on the relationship between HR practices and turnover intention.
ISSN:0958-5192
1466-4399
DOI:10.1080/09585192.2013.763841