The relationship between human resource development factors, career growth and turnover intention: The mediating role of organizational commitment

Abstract

Retaining the best employees is of high concern for most organizations and this issue has become a significant focus of attention for many researchers. For this reason, this paper discusses different factors which influence the employee turnover intention-behavior in the organization, specifically to examine the effect of salary, performance appraisal, training & development and career growth on turnover intention. In addition, based on the social exchange theory this paper explains the mediating role of organizational commitment in the relationship between human resource development factors, career growth and turnover intention. A cross sectional, survey data study is undertaken to investigate the relationships in a sample of 270 full time faculty members employed in different private universities of Pakistan. Partial Least Square two step path modeling is used to test the direct and the indirect hypothesis of the study. The results of PLS (SEM) path modeling reveal that human resource development factors specially salary and performance appraisal were negatively associated with turnover intention. In addition, the results also indicate that career growth had significant relationships with turnover intention. Moreover, out of four dimensions of career growth, only two dimensions, namely promotion speed and remuneration growth, have strong influence on turnover intention. Finally, in terms of organizational commitment as mediating variable between the relationships of salary, performance appraisal, career growth and turnover intention, four out of six variables indicate partial mediation including career growth (career goal progress), career growth (promotion speed), career growth (remuneration growth) and performance appraisal.

Perception of Frontline Employees Towards Career Growth Opportunities: Implications on Turnover Intention

“…The output of the analysis revealed that 94% of employee turnover intention can be explained by remuneration growth, and the remaining 6% can only be explained by other factors apart from remuneration growth. This finding is in accordance with some previous studies, such as Nawaz and Pangil (2016), that found an inverse relationship between remuneration growth and employee turnover intention among faculty members of some selected private higher institutions in Pakistan. The work further concluded that, career related factors such as increase in remuneration growth, perceived fair and just appraisal, are some of the major parameters for reducing employee turnover intention.…”

“…In Nawaz and Pangil (2016), it was assumed that speed in employees' promotion have the potential to reduce employees' turnover intention, improve their commitment to the organisation and increase their sense of belongingness. Conversely, Karavarda (2014) and Chen et al (2016) found insignificant impact of career goal progress on employees' turnover intention in their different studies.…”

“…Inadequate management of human resources lead to increase in the organisation's Nigeria, this research thus attempted to provide better understanding about the mechanisms for turnover intention. In addition, Nawaz and Pangil (2016) thus advocated for more study on career growth opportunities and employees' turnover intention, moreover, little empirical studies on these two constructs exist in literature (Guan et al 2015). It is imperative that research should be carried out in the hospitality sector, to establish the influence of talent retention strategies such as career growth opportunities, on employees' turnover intention in a developing economy like Nigeria.…”

Mapping the human resource focused enablers with sustainability viewpoints in Indian power sector

“…This enabler is related to the career growth for employees within the organization. Sundaray et al (2013); Nawaz and Pangil (2016); Hamdoun et al (2018) 3.9…”

Préoccupations de carrière chez les médecins de travail des groupements de Médecine de travail en Tunisie

“…La satisfaction vis-à-vis de la carrière constitue selon de nombreux auteurs l'un des déterminants majeurs de la satisfaction au travail [ 8 , 9 ]. De même, Nawaz et Pangil dans leur étude à propos du turnover des salariés, menée en 2015 auprès de 270 salariés, ont objectivé que l'insatisfaction vis-à-vis de la carrière et son évolution constituent l'une des principales causes de l'augmentation du «turnover » des salariés [ 10 ]. A notre connaissance et jusqu'à présent peu d'études dans la littérature se sont intéressé à la satisfaction de carrière chez les médecins du travail.…”