Testing the Direct and Indirect Relationship between Human Resource Management and Turnover Intention in A non-Western Context of the Palestine

Abstract

This study has two objectives: to examine the influence of the five HR practices (job characteristics, training, performance appraisal, career development and compensation) on turnover intention in Palestine, to test the mediating effect of perceived organizational support in the relationship between the five HR practices and turnover intention. The data gathered from 504 nurses from 12 Palestinian Public Hospitals. Correlation and hierarchical regression analyses were used to examine the hypotheses of the study as well as mediating hypothesis was tested by using Baron and Kenny’s recommendations. This study showed that job characteristics, training, performance appraisal, career development and compensation were negatively influence turnover intention. Moreover, perceived organizational support (POS) was found to play a partial role in mediating the influence of the five practices of human resource management on turnover intention. The theoretical and practical implications of this study are discussed in the paper. Recommendations are provided to managers in Palestinian Public Hospitals to enhance human resource management practices in the workplace.