The effects of human resources practices on turnover intention: the mediating role of job engagement in public organizations in Tehran (in Persian)

Elham Gavili kilaneh () and Farrokh Mostafavi ()
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Elham Gavili kilaneh: institute for Management and planning Studies
Farrokh Mostafavi: institute for Management and planning Studies

Management and Development Process Quarterly (٠صلنامه ٠رایند مدیریت و توسعه), 2010, vol. 22, issue 3, 91-113

Abstract: Employee’ turnover is a problem at which organizations traditionally has focused on it. Employee' turnover is a process that can happen in any organization and last for few days or several years. Turnover intention is a Primary stage of real turnover and leads to considering different human resource management practices in recent years. The main goal of this research is to investigate impacts of human resources practices (career management, person-job fit, compensation, performance appraisal, job control) on turnover intention; mediating effect of job engagement. The research statistical population is consisted of public organizations employees in Tehran. The methodology of the study is descriptive, applied, causality and field study. To collect the required data, a questionnaire designed based on theoretical foundations that contains 57 questions. To Statistical analysis, techniques such as path analysis and multiple regression are implemented. Results showed that human resource practices have significant effect on job engagement through its effect on turnover intention.

Keywords: turnover intention; Job engagement; HR practices (Career management; person-job fit; compensation; performance appraisal; job control). (search for similar items in EconPapers)
Date: 2010
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