Impact Of HRM Practices On Employees’ Turnover Intention: The Mediating Role Of Affective Commitment.

Abstract

Turnover is a serious issue for modern oganisations, strongly correlated to employees’ perceptions of HRM practices. Drawing on the social exchange theory, this study attempts to examine how human resource management practices influence employees’ intentions to leave the organisation by enhancing their affective commitment.

Data was gathered from 287 employees working full time in 2 telecommunication companies, and analysed using simple and multiple regressions and Hayes’ PROCESS model 4 (Hayes, 2013) to test for mediation.

The results were generally supportive of the study model. Perceived HRM practices: training and development, involvement, and compensation and rewards are, as predicted, negatively and significantly related to turnover intention, and positively and significantly related to affective commitment. Moreover, affective commitment was found to partially mediate the relationship between employees’ perceptions and turnover intentions.