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THE TURNOVER INTENTION IN TELECOMMUNICATION COMPANY: THE IMPORTANCE ROLE OF EFFECTIVE HUMAN RESOURCE PRACTICES AND AFFECTIVE ORGANIZATIONAL COMMITMENTS AS ANTECEDENTS
16 references·0 citing·52 second hopsampled
THE TURNOVER INTENTION IN TELECOMMUNICATION COMPANY: THE IMPORTANCE ROLE OF EFFECTIVE HUMAN RESOURCE PRACTICES AND AFFECTIVE ORGANIZATIONAL COMMITMENTS AS ANTECEDENTS (2020)THE TURNOVER INTENTION IN TELECOMMUNICATI…HR practices and employee performance: the mediating role of well-being (2018)HR practices and employee per…Do intrinsic and extrinsic motivation relate differently to employee outcomes? (2017)Do intrinsic and extrinsic mo…Job engagement, perceived organizational support, high‐performance human resource practices, and cultural value orientations: A cross‐level investigation (2015)Job engagement, perceived org…Human Resource Development Practices and Employee Engagement: Examining the Connection With Employee Turnover Intentions (2014)Human Resource Development Pr…HR practices and turnover intention: the mediating roles of organizational commitment and organizational engagement in a selected region in Malaysia (2013)HR practices and turnover int…Diversity Management in Public Organizations and Its Effect on Employees’ Affective Commitment (2013)Diversity Management in Publi…HR practices and HRM outcomes: the role of basic need satisfaction (2012)HR practices and HRM outcomes…Intrinsic Motivation, Job Autonomy and Turnover Intention in the Italian Healthcare: The mediating role of Affective Commitment (2011)Intrinsic Motivation, Job Aut…The Impact of High-Performance Human Resource Practices on Employees’ Attitudes and Behaviors (2010)The Impact of High-Performanc…Human resources management and firm performance: The differential role of managerial affective and continuance commitment. (2009)Human resources management an…The Role of Pay Satisfaction and Organizational Commitment in Turnover Intentions: A Two-Sample Study (2008)The Role of Pay Satisfaction …THE EFFECTS OF QUALITY OF WORK LIFE ON COMMITMENT AND TURNOVER INTENTION (2007)THE EFFECTS OF QUALITY OF WOR…An Exploration of How the Employee–Organization Relationship Affects the Linkage Between Perception of Developmental Human Resource Practices and Employee Outcomes* (2007)An Exploration of How the Emp…Extending the Chain of Relationships Among Organizational Justice, Social Exchange, and Employee Reactions: The Role of Contract Violations (2005)Extending the Chain of Relati…The Role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process (2003)The Role of Perceived Organiz…The measurement and antecedents of affective, continuance and normative commitment to the organization (1990)The measurement and anteceden…The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions. (2001)The Job Demands‐Resources model: state of the art (2007)Principles and Practice of Structural Equation Modeling (2012)The Employee Engagement Scale: Initial Evidence for Construct Validity and Implications for Theory and Practice (2016)Satisfaction matters: the relationships between HRM practices, work engagement and turnover intention (2020)Structural empowerment, psychological empowerment, and work engagement: A cross-country study (2021)The Social Psychology of Organizations. (1979)Firm resources and sustained competitive advantage (2004)How the impact of HR practices on employee well‐being and performance changes with age (2012)Where do We Go From Here? 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(1980)Alternative Ways of Assessing Model Fit (1992)Exploring talent management in India: The neglected role of intrinsic rewards (2009)Pay Satisfaction, Job Satisfaction and Turnover Intent (2010)Fostering innovative behaviour: the importance of employee commitment and organisational citizenship behaviour (2013)Understanding Attitudes and Predicting Social Behavior (1980)Asymptotic Confidence Intervals for Indirect Effects in Structural Equation Models (1982)Toward a knowledge‐based theory of the firm (1996)The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model (2012)Employee engagement, human resource management practices and competitive advantage (2015)Recommendations for Creating Better Concept Definitions in the Organizational, Behavioral, and Social Sciences (2016)Exchange and Power in Social Life. (1965)Self-Reports in Organizational Research: Problems and Prospects (1986)The influence of age on the associations between HR practices and both affective commitment and job satisfaction: A meta‐analysis (2009)Advancing Organizational Support Theory into the Twenty-First Century World of Work (2011)Organizational commitment, job satisfaction, and turnover among psychiatric technicians. (1974)The measurement of organizational commitment (1979)Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover. (1984)A three-component conceptualization of organizational commitment (1991)Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. (2001)Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences (2002)Job Market Signaling (1973)Sources of Method Bias in Social Science Research and Recommendations on How to Control It (2011)Empowering supervision and service sabotage: A moderated mediation model based on conservation of resources theory (2017)Employee engagement and performance: a systematic literature review (2018)Human resource management–well‐being–performance research revisited: Past, present, and future (2019)The "What" and "Why" of Goal Pursuits: Human Needs and the Self-Determination of Behavior (2000)Common method biases in behavioral research: A critical review of the literature and recommended remedies. (2003)Relating early childhood teachers’ working conditions and well-being to their turnover intentions (2019)Motivation and Continuance Intention towards Online Instruction among Teachers during the COVID-19 Pandemic: The Mediating Effect of Burnout and Technostress (2020)A reward-learning framework of knowledge acquisition: An integrated account of curiosity, interest, and intrinsic–extrinsic rewards. (2022)Comparative fit indexes in structural models. (1990)Fostering knowledge sharing through people management practices (2005)5 Turnover and Retention Research: A Glance at the Past, a Closer Review of the Present, and a Venture into the Future (2008)Justice at the millennium, a decade later: A meta-analytic test of social exchange and affect-based perspectives. (2013)
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References

  • 1990The measurement and antecedents of affective, continuance and normative commitment to the organization11,669 cited
  • 2003The Role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process1,776 cited
  • 2010The Impact of High-Performance Human Resource Practices on Employees’ Attitudes and Behaviors1,293 cited
  • 2005Extending the Chain of Relationships Among Organizational Justice, Social Exchange, and Employee Reactions: The Role of Contract Violations571 cited
  • 2007An Exploration of How the Employee–Organization Relationship Affects the Linkage Between Perception of Developmental Human Resource Practices and Employee Outcomes*488 cited
  • 2017Do intrinsic and extrinsic motivation relate differently to employee outcomes?487 cited
  • 2009Human resources management and firm performance: The differential role of managerial affective and continuance commitment.445 cited
  • 2015Job engagement, perceived organizational support, high‐performance human resource practices, and cultural value orientations: A cross‐level investigation303 cited
  • 2014Human Resource Development Practices and Employee Engagement: Examining the Connection With Employee Turnover Intentions284 cited
  • 2008The Role of Pay Satisfaction and Organizational Commitment in Turnover Intentions: A Two-Sample Study262 cited
  • 2013HR practices and turnover intention: the mediating roles of organizational commitment and organizational engagement in a selected region in Malaysia228 cited
  • 2007THE EFFECTS OF QUALITY OF WORK LIFE ON COMMITMENT AND TURNOVER INTENTION

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220 cited
  • 2011Intrinsic Motivation, Job Autonomy and Turnover Intention in the Italian Healthcare: The mediating role of Affective Commitment211 cited
  • 2012HR practices and HRM outcomes: the role of basic need satisfaction208 cited
  • 2018HR practices and employee performance: the mediating role of well-being201 cited
  • 2013Diversity Management in Public Organizations and Its Effect on Employees’ Affective Commitment197 cited
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