The relationship between human resource management practices, organizational commitment, career concern, job stress and turnover intention

The relationship between human resource management practices, organizational commitment, career concern, job stress and turnover intention

Any academic institution cannot survive and perform well without competent and committed academic staff. Therefore, it is important to address the issue of faculty turnover. It has been argued that faculty dissatisfaction with existing human resource practices such as no provision of equitable salar...

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Main Author: Nawaz, Muhammad Shahid
Format: Thesis
Language:eng
eng
Published: 2016
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/6293/1/s95444_01.pdf
https://etd.uum.edu.my/6293/2/s95444_02.pdf
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institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Pangil, Faizuniah
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Nawaz, Muhammad Shahid
The relationship between human resource management practices, organizational commitment, career concern, job stress and turnover intention
description Any academic institution cannot survive and perform well without competent and committed academic staff. Therefore, it is important to address the issue of faculty turnover. It has been argued that faculty dissatisfaction with existing human resource practices such as no provision of equitable salary, performance appraisal, training and development, job stress and lack of career growth practices could lead to turnover. Hence, the focus of this study is to investigate the relationship between human resource practices, focusing specifically on examining the effect of salary, performance appraisal, training and development, and career growth (career goal progress, professional ability development, promotion speed, and remuneration growth) and employee’s turnover intention. This study also investigates the mediating role of organizational commitment on these relationships, as well as the moderating role of career concern and job stress on the relationships between organizational commitment and turnover intention. Using a cross sectional survey technique, this study gathers data from a sample of 270 full time faculty members of private universities in Pakistan. The Partial Least Square (PLS) two step path modeling was used to test the direct and indirect hypotheses. The results indicate that salary and performance appraisal are significantly and negatively related to turnover intention. Besides, it was found that out of four dimensions of career growth, only promotion speed and remuneration growth, have significant direct relationship with turnover intention. Nonetheless, with regard to mediated relationships, it was found that organizational commitment mediates the relationships between performance appraisal as well three dimensions of career growth (career goal progress, promotion speed, remuneration growth) and turnover intention. The results verify that these relationships are mediated by organizational commitment except salary. Nevertheless, the results also show that career concern plays an important role in moderating the relationship between organizational commitment and turnover intention. This finding suggests that to reduce turnover intention amongst employees, organizations must realize that the impact of organizational commitment in reducing turnover intention is enhanced whenever the employees are concerned about their career growth. Hence, employees’ career development should also be the concern of organizations.
format Thesis
qualification_name Ph.D.
qualification_level Doctorate
author Nawaz, Muhammad Shahid
author_facet Nawaz, Muhammad Shahid
author_sort Nawaz, Muhammad Shahid
title The relationship between human resource management practices, organizational commitment, career concern, job stress and turnover intention
title_short The relationship between human resource management practices, organizational commitment, career concern, job stress and turnover intention
title_full The relationship between human resource management practices, organizational commitment, career concern, job stress and turnover intention
title_fullStr The relationship between human resource management practices, organizational commitment, career concern, job stress and turnover intention
title_full_unstemmed The relationship between human resource management practices, organizational commitment, career concern, job stress and turnover intention
title_sort relationship between human resource management practices, organizational commitment, career concern, job stress and turnover intention
granting_institution Universiti Utara Malaysia
granting_department School of Business Management
publishDate 2016
url https://etd.uum.edu.my/6293/1/s95444_01.pdf
https://etd.uum.edu.my/6293/2/s95444_02.pdf
_version_ 1747828053424209920
spelling my-uum-etd.62932021-04-18T06:54:52Z The relationship between human resource management practices, organizational commitment, career concern, job stress and turnover intention 2016 Nawaz, Muhammad Shahid Pangil, Faizuniah School of Business Management School of Business Management HF5549-5549.5 Personnel Management. Employment Any academic institution cannot survive and perform well without competent and committed academic staff. Therefore, it is important to address the issue of faculty turnover. It has been argued that faculty dissatisfaction with existing human resource practices such as no provision of equitable salary, performance appraisal, training and development, job stress and lack of career growth practices could lead to turnover. Hence, the focus of this study is to investigate the relationship between human resource practices, focusing specifically on examining the effect of salary, performance appraisal, training and development, and career growth (career goal progress, professional ability development, promotion speed, and remuneration growth) and employee’s turnover intention. This study also investigates the mediating role of organizational commitment on these relationships, as well as the moderating role of career concern and job stress on the relationships between organizational commitment and turnover intention. Using a cross sectional survey technique, this study gathers data from a sample of 270 full time faculty members of private universities in Pakistan. The Partial Least Square (PLS) two step path modeling was used to test the direct and indirect hypotheses. The results indicate that salary and performance appraisal are significantly and negatively related to turnover intention. Besides, it was found that out of four dimensions of career growth, only promotion speed and remuneration growth, have significant direct relationship with turnover intention. Nonetheless, with regard to mediated relationships, it was found that organizational commitment mediates the relationships between performance appraisal as well three dimensions of career growth (career goal progress, promotion speed, remuneration growth) and turnover intention. The results verify that these relationships are mediated by organizational commitment except salary. Nevertheless, the results also show that career concern plays an important role in moderating the relationship between organizational commitment and turnover intention. This finding suggests that to reduce turnover intention amongst employees, organizations must realize that the impact of organizational commitment in reducing turnover intention is enhanced whenever the employees are concerned about their career growth. 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