Effects of responsible human resource management practices on female employees’ turnover intentions

Nie, Dan; Lämsä, Anna–Maija; Pučėtaitė, Raminta

doi:10.1111/beer.12165

Cited by 69 publications

(62 citation statements)

References 100 publications

(155 reference statements)

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“…Drawing on the social exchange theory, we demonstrated that faculty members' perception of WLBP were significantly related to their intention to leave. This result is in line with the studies conducted in different work setting (Nie et al, 2018;Thakur and Bhatnagar, 2017), showing that WLBP is a significant predictor of turnover intention. The results also show a positive and significant relationship between WLBP and POF and this result complements (Boon et al, 2011;Kooij and Boon, 2018) findings that organization practices lead to the fit between person and organization.…”

Section: Discussionsupporting

confidence: 92%

Work-life balance practices and turnover intention: The mediating role of person-organization fit

Kakar¹

2019

Int. j. adv. appl. sci.

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The higher educational institutions in Pakistan are facing challenges to reduce the turnover of their faculty members. To date, research has failed to explore the antecedents of faculty members' turnover intention, especially in the context of Pakistan. The purpose of this study was to investigate worklife balance practices and person-organization fit as antecedents of faculty members' turnover intention. This study hypothesized that work-life balance practices and person-organization fit are negatively related to intention to leave the job. Furthermore, the study proposed that person-organization fit mediates the negative relationship between work-life balance practices and intention to leave the job. This study adopted a cross-sectional design and a quantitative approach. The data was collected from a total of 250 faculty members from the public sector colleges in Baluchistan, Pakistan, through self-administered questionnaires. This study used partial least square structural equation modeling (PLS-SEM) for the analysis of measurement and structural model. The results revealed that work-life balance practices and person-organization fit had a direct negative and significant effect on employees' intention to leave the job. Furthermore, the results also showed that person-organization fit mediated the relationship between work-life balance practices and intention to leave the job. This study contributes to work-life balance practices and person-organization fit literature by examining the mediating processes through which work-life balance practices and intention to leave are linked. These findings provide important implications for human resource professionals to reduce the turnover of faculty members. Limitations and directions for future research are discussed.

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Section: Discussionsupporting

confidence: 92%

Work-life balance practices and turnover intention: The mediating role of person-organization fit

Kakar¹

2019

Int. j. adv. appl. sci.

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“…Thus, social enterprise provides a context where the effects of participatory HRM and diversity climate are more likely to manifest themselves. It should also be noted that our study of participatory HRM practices showed stronger ef- Nie, Lämsä, & Pučėtaitė, 2018). For example, CSR activities, which in the past have been viewed as peripheral to for-profit companies, are now being viewed as essential (Davies & Crane, 2010;Jamali, Dirani, & Harwood, 2015;Zhang, 2016).…”

Section: Implications For Researchmentioning

confidence: 69%

Managing relational conflict in Korean social enterprises: The role of participatory HRM practices, diversity climate, and perceived social impact

Lee

Zhang

Dallas

et al. 2018

Business Ethics: A Eur Rev

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Social enterprises are hybrid organizations that primarily pursue social missions while also seeking economic gains. Drawing on workplace diversity and conflict theories, this article addresses recent calls for further research to explore how employees within social enterprises experience internal conflicts arising from the organizational pursuit of dual, competing missions (i.e., social and economic), and how social enterprises manage, and potentially overcome, these challenges. In the context of Korean social enterprise, we conducted a quantitative study that built on an initial explorative qualitative study. Our research examined whether perceived participatory human resource management practices and diversity climate increase employees’ affective commitment by reducing their relational conflict. We further explored a boundary condition, perceived social impact, which strengthened this mediation relationship. Our results offer significant insights into social enterprise, business ethics, and broader management literature. Implications for future research and practice are also discussed.

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“…For instance, Hee et al (2016) found that career satisfaction is an outcome of diverse and effective HRM practices. Thus, the employees are appraisers of the progress they have achieved in their careers, are able to evaluate their career success and whether they want to stay or leave their work through a level of career satisfaction which they have achieved in their work (Spurk et al, 2015;Nie et al, 2018). Third, career satisfaction is more appropriate with the objectives and variables of the current study, because it is expected to explain the relationship between HRM practices and employee turnover intention.…”

Section: Career Satisfactionmentioning

confidence: 98%

The impact of human resource management practices and career satisfaction on employee’s turnover intention

Aburumman¹,

Salleh²,

Omar³

et al. 2020

10.5267/j.msl

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Banks in Jordan are facing a crisis related to their employees, where it has recently become clear that employees are leaving their jobs in increasing numbers. Thus, this study examined the impact of the human resources management (HRM) practices (compensation, performance appraisal, promotion, and training & development) on employee's turnover intention and the mediating role of career satisfaction. The survey questionnaire was gathered from 394 employees located in 25 banks in Jordan. The study used PLS-SEM to get the results and examine the hypotheses. The findings indicate that HRM practices (compensation, performance appraisal, promotion, and training & development) negatively impact employees' turnover intention, and career satisfaction partially mediated the relationship between HRM practices (compensation, performance appraisal, promotion, and training & development) and employee's turnover intention. The study recommends that banks in Jordan provide a high compensation, fair performance appraisal, fast promotion systems, sufficient training & development program and high level of career satisfaction to maintain the human element and reduce the employees' turnover intention. Future studies may include other practices such as employee empowerment, teamwork, employment security information sharing, and job description.

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Effects of responsible human resource management practices on female employees’ turnover intentions

Cited by 69 publications

References 100 publications

Work-life balance practices and turnover intention: The mediating role of person-organization fit

Work-life balance practices and turnover intention: The mediating role of person-organization fit

Managing relational conflict in Korean social enterprises: The role of participatory HRM practices, diversity climate, and perceived social impact

The impact of human resource management practices and career satisfaction on employee’s turnover intention

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