Understanding linkage between human resource management practices and intention to leave

Kakar, Abdul Samad; Saufi, Roselina Ahmad; Singh, Harcharanjit

doi:10.1145/3277139.3277166

Cited by 10 publications

(13 citation statements)

References 50 publications

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“…Provision of work life balance practices are indicative of the organization's favorable treatments of their employees. Thus, when individual receive favorable treatments from the organization, they are likely to reciprocate with favorable work outcomes (Gouldner, 1960) such high job engagement (Markos and Sandhya, 2010), and lower intention to leave the job (Samad and Saufi, 2017;Kakar et al, 2018). Thus, we expect that academics' positive perception of WLBP will develop a sense of feeling among academics that they are being favorably treated by the organization.…”

Section: Work-life Balance Practices and Personorganization Fit (Pof)mentioning

confidence: 99%

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: Work-life Balance Practices and Personorganization Fit (Pof)mentioning

confidence: 99%

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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“…In contrast, the NS fit is termed as the match between individuals' needs and preferences and job supplies or resources (Cable & DeRue, 2002). In other words, NS fit occurs when job resources such as pay, benefits, compensation are enough to meet the employees' desires, needs, and preferences (Kakar et al, 2018). PJ fit is a major determinant affecting employees' attitudes and behaviours.…”

Section: Person-job Fit and Intention To Staymentioning

confidence: 99%

An Empirical Investigation of the Relationships between Person-Organisation Fit, Person-Job Fit, and Intention To Stay in the Context of Pakistan and HEIs

Kakar¹

2022

PSSR

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Academic members' turnover is a pressing problem for the management of higher educational institutions in Baluchistan, Pakistan. This study investigates the influence of personorganisation fit (PO fit) and person-job fit (PJ fit) on academics' intention to stay with the job. Data collected from 97 full-time academics of higher education institutions was analysed using partial least square structural equation modelling (PLS-SEM). The results obtained revealed that PO fit and PJ fit are significantly and positively associated to academics' intention to stay. This study adds to the knowledge of fit by empirically showing that when academics feel compatible with the organisation and job, they intend to stay with the organisation for a longer time. This study results can be used by management to adopt certain organisational practices (e.g., training and development, orientation, and compensation) that may enhance the fit of a person with the organisation and job, which, in return, strengthens academics' desire to stay with the organisation. The study's results and discussions, and directions for future research are discussed at the end.

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“…A convenient sampling method was used to select a sample of 200 students from three higher education institutions in Quetta City namely University of Balochistan, Sardar Bahadur Khan Women University and Balochistan University of Information Technology, Engineering and Management Sciences. Similar related studies have been conducted among higher education institutes in Balochistan, Pakistan (kakar et al, 2023;Kakar et al, 2021;Kakar et al, 2018;Qahir et al, 2022;Samad & Saufi, 2017). The sample consisted of 101 (50.5%) male students and 99 (49.5%) female students.…”

Section: Sample and Data Collectionmentioning

confidence: 68%

Prosocial Behavior and Life Satisfaction: Exploring Age and Gender Differences Among Higher Education Students

Durrani¹

2023

plhr

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This study assessed the relationship between prosocial behavior and life satisfaction. Furthermore, it also explored age and gender differences. Convenient sampling method was used to collect the data. Data was collected through structured questionnaires from 200 participants of three higher education institutes of Balochistan. The results revealed prosocial behavior was positively associated with life satisfaction of the higher education students. The results further showed significant differences in prosocial behavior for different age groups. However, there weren't any significant differences found in life satisfaction of different age groups. Moreover, prosocial behavior and life satisfaction had no significant differences between men and women. Finally, results observed that though the correlation between prosocial behavior and life satisfaction was stronger for females than males, the differences were only marginal, and both correlations were in high effect size range.

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Understanding linkage between human resource management practices and intention to leave

Cited by 10 publications

References 50 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

An Empirical Investigation of the Relationships between Person-Organisation Fit, Person-Job Fit, and Intention To Stay in the Context of Pakistan and HEIs

Prosocial Behavior and Life Satisfaction: Exploring Age and Gender Differences Among Higher Education Students

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