Mediating Effects of Organizational Commitment and Perceived Organizational Support on HRM Practices and Turnover Intention: A Study of Private Universities in Bangladesh

Excessive employee turnover is detrimental to any organization. High rate of faculty turnover especially in the private universities has become one of the most pressing issues for higher educational institutions in Bangladesh. The main objective of this study was to empirically determine the signifi...

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主要作者:	Raihan, Joarder Mohd Hasanur
格式:	Thesis
语言:	eng eng
出版:	2012
主题:	HD58.7 Organizational Behavior.
在线阅读:	https://etd.uum.edu.my/3517/1/s91911.pdf https://etd.uum.edu.my/3517/8/s91911.pdf
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id	my-uum-etd.3517
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Sharif, Mohmad Yazam
topic	HD58.7 Organizational Behavior.
spellingShingle	HD58.7 Organizational Behavior. Raihan, Joarder Mohd Hasanur Mediating Effects of Organizational Commitment and Perceived Organizational Support on HRM Practices and Turnover Intention: A Study of Private Universities in Bangladesh
description	Excessive employee turnover is detrimental to any organization. High rate of faculty turnover especially in the private universities has become one of the most pressing issues for higher educational institutions in Bangladesh. The main objective of this study was to empirically determine the significant human resource management(HRM) practices that influence the faculty turnover intention in the said context. Earlier study had suggested that employees’ positive perceptions of organizational human resource practices could lead to increased organizational commitment (OC) and perceived organizational support (POS), which in turn could negatively influence employees’ behavioral intention. The present study had explored the mediating role of OC and POS on the relationship between some HRM practices and faculty turnover intention. The study employed the survey method approach. The researcher had collected the survey data for statistical analysis to test the hypothesized relationships between the variables which were studied. The study had used a number of different statistical techniques such as factor analysis, correlation analysis, multiple regressions and hierarchical multiple regression for analyzing the data. The results of the study had provided the general support for the hypotheses. They revealed that gender and age were among the variables that had significantly and positively influenced the faculty turnover intention. Among the six independent variables, faculty job security, faculty compensation and faculty supervisory support were found to be significantly and negatively related to faculty turnover intention. In addition, they also confirmed that affective commitment, continuance commitment and perceived organizational support were significantly and negatively related to the faculty turnover intention. Furthermore, the results of the hierarchical multiple regression analyses also indicated that affective commitment, continuance commitment and perceived organizational support mediate the relationship between HRM practices and faculty turnover intention. Specifically, affective and continuance commitment partially mediate the relationship between faculty compensation, faculty supervisory support and faculty turnover intention relationship, while affective commitment fully mediates the faculty job security and faculty turnover intention relationship. Perceived organizational support fully mediates the relationship between HRM practices and faculty turnover intention. The empirical relationships between HRM practices, organizational commitment, perceived organizational support and faculty turnover intention suggested that it would be beneficial to the management of private universities to improve faculty turnover situation. Besides that, the contributions, the limitations and implications of the study were also discussed.
format	Thesis
qualification_name	Ph.D.
qualification_level	Doctorate
author	Raihan, Joarder Mohd Hasanur
author_facet	Raihan, Joarder Mohd Hasanur
author_sort	Raihan, Joarder Mohd Hasanur
title	Mediating Effects of Organizational Commitment and Perceived Organizational Support on HRM Practices and Turnover Intention: A Study of Private Universities in Bangladesh
title_short	Mediating Effects of Organizational Commitment and Perceived Organizational Support on HRM Practices and Turnover Intention: A Study of Private Universities in Bangladesh
title_full	Mediating Effects of Organizational Commitment and Perceived Organizational Support on HRM Practices and Turnover Intention: A Study of Private Universities in Bangladesh
title_fullStr	Mediating Effects of Organizational Commitment and Perceived Organizational Support on HRM Practices and Turnover Intention: A Study of Private Universities in Bangladesh
title_full_unstemmed	Mediating Effects of Organizational Commitment and Perceived Organizational Support on HRM Practices and Turnover Intention: A Study of Private Universities in Bangladesh
title_sort	mediating effects of organizational commitment and perceived organizational support on hrm practices and turnover intention: a study of private universities in bangladesh
granting_institution	Universiti Utara Malaysia
granting_department	Othman Yeop Abdullah Graduate School of Business
publishDate	2012
url	https://etd.uum.edu.my/3517/1/s91911.pdf https://etd.uum.edu.my/3517/8/s91911.pdf
_version_	1747827592446083072
spelling	my-uum-etd.35172022-06-24T07:22:59Z Mediating Effects of Organizational Commitment and Perceived Organizational Support on HRM Practices and Turnover Intention: A Study of Private Universities in Bangladesh 2012-02 Raihan, Joarder Mohd Hasanur Sharif, Mohmad Yazam Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HD58.7 Organizational Behavior. Excessive employee turnover is detrimental to any organization. High rate of faculty turnover especially in the private universities has become one of the most pressing issues for higher educational institutions in Bangladesh. The main objective of this study was to empirically determine the significant human resource management(HRM) practices that influence the faculty turnover intention in the said context. Earlier study had suggested that employees’ positive perceptions of organizational human resource practices could lead to increased organizational commitment (OC) and perceived organizational support (POS), which in turn could negatively influence employees’ behavioral intention. The present study had explored the mediating role of OC and POS on the relationship between some HRM practices and faculty turnover intention. The study employed the survey method approach. The researcher had collected the survey data for statistical analysis to test the hypothesized relationships between the variables which were studied. The study had used a number of different statistical techniques such as factor analysis, correlation analysis, multiple regressions and hierarchical multiple regression for analyzing the data. The results of the study had provided the general support for the hypotheses. They revealed that gender and age were among the variables that had significantly and positively influenced the faculty turnover intention. Among the six independent variables, faculty job security, faculty compensation and faculty supervisory support were found to be significantly and negatively related to faculty turnover intention. In addition, they also confirmed that affective commitment, continuance commitment and perceived organizational support were significantly and negatively related to the faculty turnover intention. Furthermore, the results of the hierarchical multiple regression analyses also indicated that affective commitment, continuance commitment and perceived organizational support mediate the relationship between HRM practices and faculty turnover intention. Specifically, affective and continuance commitment partially mediate the relationship between faculty compensation, faculty supervisory support and faculty turnover intention relationship, while affective commitment fully mediates the faculty job security and faculty turnover intention relationship. Perceived organizational support fully mediates the relationship between HRM practices and faculty turnover intention. The empirical relationships between HRM practices, organizational commitment, perceived organizational support and faculty turnover intention suggested that it would be beneficial to the management of private universities to improve faculty turnover situation. Besides that, the contributions, the limitations and implications of the study were also discussed. 2012-02 Thesis https://etd.uum.edu.my/3517/ https://etd.uum.edu.my/3517/1/s91911.pdf text eng public https://etd.uum.edu.my/3517/8/s91911.pdf text eng public Ph.D. doctoral Universiti Utara Malaysia Aaker, D. 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Mediating Effects of Organizational Commitment and Perceived Organizational Support on HRM Practices and Turnover Intention: A Study of Private Universities in Bangladesh

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