Distinguish the Link between Human Resource Management Practices, Employee Job Satisfaction, and Turnover
Keywords:
Pay Practices, Turnover Rates, Workplace Training, Job Satisfaction.Abstract
This research aims to introduce a conceptual framework consisting of three human resources management HRM practices supervision, job training, and compensation practices, job satisfaction, and turnover, while clarifying the relationships among these components. Employee satisfaction plays a vital role in turnover rates as a decline in job satisfaction often leads to employee resignation. The results indicate that HRM practices are positively and significantly associated with job satisfaction. On the other hand, HRM practices and job satisfaction show a negative and significant relationship with turnover. However, the results demonstrate that HRM practices and job satisfaction are strong indicators of turnover.
References
Abang A. M., May-Chiun L. & Maw K. L. (2009). Human Resource Practices and Organizational Performance. Incentives as Moderator. Journal of Academic Research in Economics, 1(2).
Ahmed Ashraf. (2009). Job Satisfaction and Turnover Intention Relationship: The Moderating Effect of Job Role Centrality and Life Satisfaction. Research and Practice in Human Resource Management, 17(1), 24-3Akerlof, G. (1984). Gift Exchange and Efficiency Wage Theory. American Economic Review, 74(2), 79-83.
Altarawmneh, I. & Al-Kilani, M. H. (2010). Human Resource Management and Turnover Intentions in the Jordanian Hotel Sector. Research and Practice in Human Resource Management, 18
Amah, O. E. (2009). Job Satisfaction and Turnover Intention Relationship: The Moderating Effect of Job Role Centrality and Life Satisfaction. Research and Practice in Human Resource Management, 17(1), 24-35.
Ashraf Ahmed, Q., Haider, S. N., Janjua, Q. R., Qureshi, A. H., Ashraf, H. A., Ali, A., & Mutupha, J. F. (2023). Nexus of Employees Engagement between Talent Management and Career Development. Russian Law Journal, 11(4), 39-47.
Ashraf, Hafiz Ahmad, et al. "Unlocking Business Performance Potential: Quality Management, Innovation Performance and Organizational Learning Culture in Focus." Journal of Asian Development Studies 12.3 (2023): 123-139.of that area.
Aw, B. & Tan, H. (1995). Training, Technology and Firm-Level Productivity in Taiwan(China). Conference on Enterprise and Training Strategies and Productivity. World Bank, June 1995.
Ballot, G., Fakhfakh, F. & Taymaz, E. (2006). Who benefits from training and R & D, the firm or the workers? British Journal of Industrial Relations, 4, 473-495.
Batt, R. (2002). Managing customer services: HR practices, quit rates and sales growth. Academy of Management Journal, 45,
competitive strategy and business performance in Taiwanese steel industry, Proceedings of the 13th Asia Pacific Management Conference, Melbourne, Australia, 2007, 953-971.
Cranny, C. J., Smith, P. C. & Stone, E. F. (1992). Job satisfaction: How people feel about their jobs and how it affects their performance. Lexington Books: New York.
Cumbey, D. A. & Alexander. J. W. (1998). The Relationship of Job Satisfaction with Organizational Variables in Public Health Nursing. Journal of Nursing Administration, 28(5), 39- 46.
Dearden, L., Reed, H. & van Reenen, J. (2006). The Impact of Training on Productivity and Wages: Evidence from British Panel Data. Oxford Bulletin of Economics and Statistics, 68(4), 397-421.
Dearden, L., Reed, H. & van Reenen, J. (2006). The Impact of Training on Productivity and Wages: Evidence from British Panel Data. Oxford Bulletin of Economics and Statistics, 68
Delery, J. E. & Dotly, D. H. (1996). Modes of theorizing in strategic human resource
Doeringer, P. B., Evans-Klock, C. & Terkla, D. G. (1998) ‘Hybrids or hodgepodges? Workplace practices of Japanese and domestic startups in the United States’, Industrial and Labor Relations Review, January.
Doeringer, P. B., Evans-Klock, C. & Terkla, D. G. (1998) ‘Hybrids or hodgepodges? Workplace practices of Japanese and domestic startups in the United States’, Industrial and Labor Relations Review, January.
Droussiotis, A. & Austin, J. (2007). Job satisfaction of managers in Cyprus. EuroMed Journal of Business, 2(2), 208-222.
Glance, N. S., Hogg, T. & Huberman, B. A. (1997). Training and Turnover in the Evolution of Organizations.Organization Science, 8, 84-96.
Greenberg, J. & Baron, R. A. (1997). Behaviour in organizations: Understanding and managing the Human side of work, 6th ed, Prentice-Hall, New Jersey.Griffeth, R. W., Hom, P. W. & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator test, and research implications for the next millennium. Journal of Management, 26, 463-488.
Guest, D. E. (1997). Human resource management and performance: a review and research agenda. The international Journal of Human Resource Management, 8(3), 263-276.
Hackman, J. R. & Oldham, G. R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60, 159-170.
Harmon, J., Scotti, D. J., Behson, S., Farias, G., Petzel, R., Neuman, J. H. & Keashly, L. (2007). Effects of high- involvement work systems on employee satisfaction and services costs in Veterans Healthcare. Journal of Healthcare Management, 48(6), 1-14.
Hequet. M (1993). Can training stop turnover? Training, 30(10):82-87.
Huselid, M. A., Jackson, S. E. & Schular, R. S. (1995). The significance of human recourse management implementation effectiveness for corporate financial performance. Paper presented to the Academy of Management Conference, Vancouver, 6-9 August. In press, Academy of Management Journal.
Karasek, R. & Theorell, T. (1990). Healthy Work: stress, productivity, and the reconstruction of working life.New York: Basic Books. 89-103.
Karasek, R. & Theorell, T. (1990). Healthy Work: stress, productivity, and the reconstruction of working life.New York: Basic Books. 89-103.
Katz, L. (1987). Efficiency wage theories: A partial evaluation. S. Fischer ed., NBER Macroeconomics Annual, Cambridge, MA, MIT Press.
Katz, L. (1987). Efficiency wage theories: A partial evaluation. S. Fischer ed., NBER Macroeconomics Annual, Cambridge, MA, MIT Press.
Keashly, L. & Jagatic, K. (2000).The Nature and Extent of Emotional Abuse at Work: Results of a Statewide Survey. Paper presented at the symposium on persistent patterns of aggressive behavior at work. Academy of Management Annual Meeting, Toronto, Canada.
Keashly, L. & Jagatic, K. (2000).The Nature and Extent of Emotional Abuse at Work: Results of a Statewide Survey. Paper presented at the symposium on persistent patterns of aggressive behavior at work. Academy of Management Annual Meeting, Toronto, Canada.
Khilji, S. & Wang, X. (2007). New evidence in an old debate: Investigating the relationship between HR satisfaction and turnover. International Business Review, 16(3), 377-395.
Khilji, S. & Wang, X. (2007). New evidence in an old debate: Investigating the relationship between HR satisfaction and turnover. International Business Review, 16(3), 377-395.
Lee, F-H. & Lee, F-Z. (2007). The relationships between HRM practices, Leadership style,
Locke, E. A. (1976). The nature and causes of job satisfaction in Dunnette, M. D. (ed.). Handbook of Industrial and Organizational Psychology. Chicago: Rand McNally.
Locke, E. A. (1976). The nature and causes of job satisfaction in Dunnette, M. D. (ed.). Handbook of Industrial and Organizational Psychology. Chicago: Rand McNally.
Lynch. L. (1991). The impact of private sector training on race and gender wage deferential and the career patterns of young workers. Final Report submitted to the U.S. Department of Labor, Bureau of Labor Statistics.Martins, P. S. (2003). Firm wage differentials in competitive industry: some matched-panel evidence.
Lynch. L. (1991). The impact of private sector training on race and gender wage deferential and the career patterns of young workers. Final Report submitted to the U.S. Department of Labor, Bureau of Labor Statistics.Martins, P. S. (2003). Firm wage differentials in competitive industry: some matched-panel evidence.
management implementation effectiveness for corporate financial performance. Paper presented to the Academy of Management Conference, Vancouver, 6-9 August. In press, Academy of Management Journal.
management: Test of universalistic, contingency, and configurational performance predictions. Academy of Management Journal, 39, 802-835.
management: Test of universalistic, contingency, and configurational performance predictions. Academy of Management Journal, 39, 802-835.
Mobley, W. H., Horner, S. O. & Hollingsworth, A. T. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63(4), 408-414.
Mobley, W. H., Horner, S. O. & Hollingsworth, A. T. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63(4), 408-414.
Noe, R. A, Hollenbeck, J. R., Gerhart, B. & Wright, P. M. (2006). Human Resources Management: Gaining A Competitive Advantage. 5th Ed. New York: McGraw- Hill/Irwin.
Noe, R. A, Hollenbeck, J. R., Gerhart, B. & Wright, P. M. (2006). Human Resources Management: Gaining A Competitive Advantage. 5th Ed. New York: McGraw- Hill/Irwin.
Noe, R. A. (2005). Employee Training and Development (Third Edition). McGraw Hill: New York. OECD. Employment Outlook. Paris, July 1993.
Noe, R. A. (2005). Employee Training and Development (Third Edition). McGraw Hill: New York. OECD. Employment Outlook. Paris, July 1993.
Pfeffer, J. (1994). Comparative advantage through people. Boston, Mass: Harward Business School Press. Poulston, J. (2008). Hospitality workplace problems and poor training: a close relationship. International Journal of Contemporary Hospitality Management, 20(4), 412-427.
Pierce, L. L., Hazel, C. M. & Mion, L. C. (1996). Effects of a Professional Practice Model on Autonomy, Job Satisfaction and Turnover. Nursing Management, 27(2), 48-53.
Pierce, L. L., Hazel, C. M. & Mion, L. C. (1996). Effects of a Professional Practice Model on Autonomy, Job Satisfaction and Turnover. Nursing Management, 27(2), 48-53.
Reiner, M. D. & Zhao, J. (1999). The determinants of job satisfaction among United States Air Force Security Police. Review of Public Personnel Administration, 19(3), 5-18.
Reo, T. V. (1990). The HRD Missionary. New Delhi and Oxford: IBH, 11-15.
Ruwan A. (2007). The Impact of Human Resource Management Practices on Marketing Executive Turnover of Leasing Companies in Sri Lanka. Contemporary Management Research, (September 2007), 3(3), 233-252.
Schaffner, J. A. (2001).Turnover and Job Training in Developing and Developed Countries: Evidence from Colombia and the United States. http://www.google.com.
Sheppeck, M. A. & Militello, J. (2000). Strategic HR configurations and organizational performance. Human Resource Management, 39(1), 5-16.
Sivasubramaniam, N. & Kroeck, K. G. (1995). The concept of fit in strategic human resource management.Paper presented to the Academy of Management Conference, Vancouver, 6-9 August.
Spector, P. (1997), Job Satisfaction: Application, Assessment, Cause and Consequences, Sage Publications, London.
Stavrou-Costea, E. (2005). The challenges of human resource management towards organizational effective
Downloads
Published
Issue
Section
License
Copyright (c) 2024 Rameesha Latif, Muhammad Moaz, Javed Iqbal, Amina Tariq, Mubeen Shehzadi
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
LEGALOPEDIA EDUCATINIA (PVT) LTD