HR practices, organizational commitment and turnover intention: a study on employees in Klang Valley, Malaysia

Nurita Juhdi · Fatimah Pa’wan · Noor Akmar Othman

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Employee Performance and Management Job Satisfaction and Organizational Behavior Human Resource and Talent Management

Abstract

The study is to examine the impact of HR practices on organizational commitment and turnover intention. Four hundred and fifty seven employees from various industries in a region in one of the states in Malaysia participated in the survey. HR practices were measured using employees’ perception on career management, person-job fit, compensation and performance appraisal. All the four HR practices were found significantly related to organizational commitment and negatively related to turnover intention. Another important finding is organizational commitment was found as a partial mediator between HR practices and turnover intention. Given the findings, HR policies should be well designed because they were found to give strong effect in explaining the variance in organizational commitment.

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References

1980Understanding Attitudes and Predicting Social Behavior 1995THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE.1979The measurement of organizational commitment 1990Perceived organizational support and employee diligence, commitment, and innovation.1979Review and conceptual analysis of the employee turnover process.1994Human resources and sustained competitive advantage: a resource-based perspective 1996Person–Organization Fit, Job Choice Decisions, and Organizational Entry 1986Employee Turnover: A Meta-Analysis and Review with Implications for Research

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