HRM Practices and Employee Retention: The Moderating Effect of Work Environment

Bibi, Palwasha; Ahmad, A.; Majid, Abdul Halim Abdul

doi:10.1108/978-1-78756-699-620181007

Cited by 31 publications

(59 citation statements)

References 65 publications

(63 reference statements)

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“…Additionally, in an HCHRM induced supportive work environment, employees would feel emotionally attached to coworkers and the organization and find it difficult to leave the organization. Research findings show that HCHRM may enable organizations to retain ordinary employees and top performers through their positive impact on employees' organizational commitment (Bibi et al, 2018). Bibi and colleagues reveal that an appropriate HRM culture could help the organization minimize the turnover of valued employees and ensure their longterm continuity.…”

Section: Hchrm and Employee Retentionmentioning

confidence: 99%

High commitment human resource management practices and hotel employees' work outcomes in Bangladesh

2021

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Studies in the field of high commitment human resource management have pointed to the importance of interpersonal relationships in the workplace. In line with this, the focus of this study is on identifying how high commitment human resource management creates and sustains employee relationships. Viewing high commitment human resource management as a relational process, we identify six distinct practices -selective hiring, training and development, participation, promotion opportunity, teamwork, and reward and recognition -that influence three employee-related outcomes -organizational commitment, organizational citizenship behavior, and employee retention. Based on data from 365 front-line employees in 5-star hotels in Bangladesh, and using social exchange theory as a lens, we explore how high commitment human resource management can influence work outcomes. The results provide additional evidence of the role that high commitment human resource management plays in ensuring positive work outcomes, and indicates how organizations might benefit from this knowledge.

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Section: Hchrm and Employee Retentionmentioning

confidence: 99%

High commitment human resource management practices and hotel employees' work outcomes in Bangladesh

2021

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“…Accordingly, the existence of a supportive environment negatively impacts employee turnover (Timothy, 2009). A plethora of literature supports the argument that the work environment influences employee turnover (Bibi, Ahmad, & Majid, 2018;Bibi, Pangil, Johari, & Ahmad, 2017;Kundu & Lata, 2017).…”

Section: Work Environmentmentioning

confidence: 94%

“…It refers to the working conditions consisting of elements that create a conducive context for the employees. Thus, it is "the perceived entirety of non-pecuniary elements that provide surroundings to employees' job" (Bibi, Ahmad, & Majid, 2018).…”

Section: Work Environmentmentioning

confidence: 99%

Determinants of Employee Turnover: A Case During the Covid-19 Pandemic

Deegahawature

Lakmali

2021

Wayamba J Mgt

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The interest of employee turnover and determinants remains because it influences the survival of firms despite wider studies. Though the Sri Lankan government promotes SMEs in economically backward provinces yet, they struggle with several human resource management issues. A sudden increase in employee turnover in a manufacturing firm located in Buttala Industrial Zone during the turbulent environment of the Covid-19 and contradictory findings about the determinants of turnover before and during the pandemic motivated the study. Therefore, this study attempts to identify the determinants of employee turnover during the Covid-19 pandemic. Crosssectional data were collected through a questionnaire that was developed using previously tested measures. Data collected from 114 respondents of the firm were analyzed by using the regression analysis. The results revealed that job satisfaction, and remuneration and benefits have a negative effect on employee turnover. Contrary to the hypotheses, the work environment characterized by organizational support and supervisor support has a positive effect. This study strengthens present literature studying human resource management practices and outcomes in a turbulent environment. Managerial implications, limitations, and future research directions are provided.

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“…Similarly, it has been tested as a moderator on the relationship between western expatriate commitment and also retention in international projects/assignments (Kim-Soonet al, 2014). It is also used as a moderator in Bibi et al (2018), which explains that there is a moderating effect on the relationship between HR practices (compensation, training, development, and performance) and employee retention. This study use work environment as a mediation, where the previous literature not using work environment.…”

Section: Work Environment Mediates the Relationship Between Green Human Resource Management And Turnover Intentionmentioning

confidence: 99%

The effect of green human resource management (GHRM) practices on turnover intention

Makarim

Muafi²

2021

IJRBS

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This study examines and analyzes the relationship between Green Human Resource Management (GHRM) practices, such as Green Recruitment, Green Training on Turnover Intention mediated by the Work Environment. The sample is 90 employees of the Millennial generation of State-Owned Enterprises, namely PT. Angkasa Pura I (Persero) Adi Soemarmo International Airport Surakarta branch. While the data analysis uses the Structural Equation Model (SEM) with Partial Least Square (PLS). The results show that; (1) There is a negative effect between Green Recruitment on turnover intention, (2) there is a negative effect between Green Training on Turnover Intention, (3) there is a negative effect between the Work Environment on Turnover Intention, (4) there is a significant effect between Green Recruitment on Turnover Intention mediated by Work Environment variables, (5) there is a significant effect between Green Training on Turnover Intention mediated by Work Environment variables in Millennial generation employees of PT. Angkasa Pura I (Persero) Adi Soemarmo International Airport Surakarta branch.

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HRM Practices and Employee Retention: The Moderating Effect of Work Environment

Cited by 31 publications

References 65 publications

High commitment human resource management practices and hotel employees' work outcomes in Bangladesh

High commitment human resource management practices and hotel employees' work outcomes in Bangladesh

Determinants of Employee Turnover: A Case During the Covid-19 Pandemic

The effect of green human resource management (GHRM) practices on turnover intention

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