Role of job satisfaction in the relationship between human resource practices and employees’ turnover intention: A study of multinational corporations
The current quantitative study endeavors to explore the impact of Human Resource (HR) practices on employee turnover intention with the role of organizational commitment and job satisfaction as the mediating variables in the context of selected Multinational Corporation Organizations. In this resear...
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| Format: | Thesis |
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2015
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| Summary: | The current quantitative study endeavors to explore the impact of Human Resource (HR) practices on employee turnover intention with the role of organizational commitment and job satisfaction as the mediating variables in the context of selected Multinational Corporation Organizations. In this research, a total of 90 experts and knowledgeable employees from three top leading MNC organizations in Cyberjaya participated. The primary data were gathered by questionnaires manually. In order to test the objectives of this study, the Correlation Analysis, Regression Analysis and Bootstrapping Analysis were used. The study’s outcomes indicated that all six dimensions of HR practices have indirect impact on employee’s intention to turnover, direct impact on organizational commitment and job satisfaction. Besides that, both employee members’ commitment and satisfaction have indirect effect on turnover intention. The stepwise method of regression analysis also revealed that the training and development opportunity has the most considerable effect on commitment, satisfaction, and turnover intention. A further result is job satisfaction and commitment to the organization was not found as mediators among practices of HR and intention to quit. |
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