Research Articles Open access

A Conceptual Framework of Relationship between Human Resource practices and Employee Turnover Intention.

Authors

  • Danial Akhtar Sumbal (show author details)

    Danial Akhtar Sumbal

    University of Education, Multan, Pakistan, Pakistan

    Corresponding author

Cite

How to Cite

Sumbal, D. A. (2018). A Conceptual Framework of Relationship between Human Resource practices and Employee Turnover Intention. SEISENSE Journal of Management, 1(1), 1-8. https://doi.org/10.5281/zenodo.1218180

More Citation Formats

Download Citation

Share

Share

  • 2,024views
  • 3,013downloads

Abstract

Turnover intention has attained substantial consideration in last few decades and has been comprehensively studied because of its deep implications towards today’s organization. Current study attempts to examine the relationship between Human Resource practices and turnover intentions by taking moderating effect of personality traits. This conceptual framework takes into account one dependent variable i.e. Turnover Intention and three independent variables i.e. Pay Satisfaction, Performance Appraisals, Career Management and two moderating variables i.e. Neuroticism, Extroversion.

Keywords

Categories

License

Copyright (c) 2018 Danial Akhtar Sumbal

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

Published in

Vol. 1 No. 1 (2018): SEISENSE Journal of Management View Issue

Reads, last 12 months

2025-112026-10

Article history

  1. ReceivedMarch 18, 2018
  2. AcceptedMarch 25, 2018
  3. Published March 25, 2018

References

Carl P., M. J., & Rodger, W. G. (2004). Eight Motivational Forces and Voluntary Turnover: A Theoretical Synthesis with Implications for Research. Journal of Management , Volume: 30 issue: 5, page(s): 667-683.

Chiu, R. K., & Francesco, A. M. (2003). Dispositional traits and turnover intention: Examining the mediating role of job satisfaction and affective commitment. International Journal of Manpower , Vol. 24 Issue: 3, pp.284-298. CrossrefGoogle Scholar

Choi, S., Cheong, K. (., & Feinberg, R. A. (2012). Moderating effects of supervisor support, monetary rewards, and career paths on the relationship between job burnout and turnover intentions in the context of call centers. Managing Service Quality: An International Journal , Vol. 22 Issue: 5, pp.492-516. CrossrefGoogle Scholar

Dole, C., & Schroeder, R. G. (2001). The impact of various factors on the personality, job satisfaction and turnover intentions of professional accountants. Managerial Auditing Journal , Vol. 16 Issue: 4, pp.234-245. CrossrefGoogle Scholar

Erich, B. B., Vinh, Q. N., Beth, F. C., & G. Stephen, T. (2009). Human resource practices, job embeddedness and intention to quit. Management Research News , Vol. 32 Issue: 3, pp.205-219.

Joo, B.‐K. (., & Park, S. (2010). Career satisfaction, organizational commitment, and turnover intention: The effects of goal orientation, organizational learning culture and developmental feedback. Leadership & Organization Development Journal , Vol. 31 Issue: 6, pp.482-500. CrossrefGoogle Scholar

Juhdi, N., Pa'wan, F., & Hansaram, R. M. (September 2013). HR practices and turnover intention: the mediating roles of organizational commitment and organizational engagement in a selected region in Malaysia. The International Journal of Human Resource Management , 24(15):3002-3019. CrossrefGoogle Scholar

Kurt, M., & Birgit, R. (July 2007). Personality Traits, Employee Satisfaction and Affective Commitment. Total Quality Management and Business Excellence , 18:589-598.

Magnus, K., Diener, E., Fujita, F., & Pavot, W. (1993). Extraversion and neuroticism as predictors of objective life events: A longitudinal analysis. Journal of Personality and Social Psychology , 65(5), 1046-1053. CrossrefGoogle Scholar

Meral, e., İrge, Ş., Aksoy, S., & Alpkan, L. (October 2012). The Impact of Ethical Leadership and Leadership Effectiveness on Employees’ Turnover Intention: The Mediating Role of Work Related Stress. Procedia - Social and Behavioral Sciences , 58(12):289–297.

Pettigrew, K. E., Fidel, R., & Bruce, H. (2001). Conceptual Frameworks in Information Behavior. Annual Review of Information Science and Technology (ARIST) , Volume 35, p43-78.

Schlesinger, L. A., & Heskett, J. (Spring 1991). Breaking the Cycle of Failure in Services. MIT Sloan Management Review 32 , 17–28.

Sharon, P. S. (1976). Pay Differentials between Federal Government and Private Sector Workers. Industrial and Labor Relations Review , Vol 29, Issue 2, pp 179-197.

Society for Human Resource Management. (2012). Employee Job Satisfaction: How Employees Are Dealing With Uncertainty.

Timothy, A. J., Heller, D., & Michael, K. M. (2002). Five-Factor Model of Personality and Job Satisfaction: A Meta-Analysis. Journal of Applied Psychology , Vol. 87, No. 3, 530–541.

Tymon Jr, W. G., Stumpf, S. A., & Smith, R. R. (2011). Manager support predicts turnover of professionals in India. Career Development International , Vol. 16 Issue: 3, pp.293-312. CrossrefGoogle Scholar

Vandenberghe, C., & Tremblay, M. (March 2008). The Role of Pay Satisfaction and Organizational Commitment in Turnover Intentions: A Two-Sample Study. Journal of Business & Psychology , Vol. 22, No.3, pp 275-286. CrossrefGoogle Scholar

Similar articles

Chosen by the keywords and the section they share with this article.