Human Resource Management Practices impacting on Turnover Intention: Evidence from IT Employees in Bangladesh
Keywords:
Human Resource Management Practices, Perceived Training, Compensation, Performance Appraisal, Turnover Intention, Generation Y, Bangladesh
Abstract
Organisations' most valuable resource is their human resources, and keeping excellent workers on board is essential for those looking to gain a competitive edge. Organisations use a variety of human resource management (HRM) strategies to control employee churn. The term "Generation Y" refers to the particular generation, often known as the "millennial" or "Internet generation," that was born between the 1980s and the early 1990s. This research investigates the connection between generation Y employee turnover intention and HRM practices. The HRM practices included in the study are perceived training, compensation, performance appraisal, and turnover intention since they are seen to be the key practices with the most effects on an organisation's success. In Bangladesh's private sector, Gen Y's inclination to leave the job is a serious issue.
References
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4. Alom, S., Patwary, A., & Khan, M. (2019). Factors affecting the turnover intention of Bangladeshi migrants in the United Arab Emirates: An empirical study on the hotel industry. International Journal of Innovation, Creativity Change, 8(3), 344-360.
5. Arshadi, N., & Shahbazi, F. (2013). Workplace Characteristics and Turnover Intention: Mediating Role of Emotional Exhaustion. Procedia - Social and Behavioral Sciences, 84, 640-645. doi:https://doi.org/10.1016/j.sbspro.2013.06.618
6. Asghar, M., Tayyab, M., Gull, N., Zhijie, S., Shi, R., & Tao, X. (2021). Polychronicity, work engagement, and turnover intention: The moderating role of perceived organizational support in the hotel industry. Journal of Hospitality and Tourism Management, 49, 129-139. doi:https://doi.org/10.1016/j.jhtm.2021.09.004
7. Back, C.-Y., Hyun, D.-S., Jeung, D.-Y., & Chang, S.-J. (2020). Mediating Effects of Burnout in the Association Between Emotional Labor and Turnover Intention in Korean Clinical Nurses. Safety and Health at Work, 11(1), 88-96. doi:https://doi.org/10.1016/j.shaw.2020.01.002
8. Bianchi, R. (2016). Occupational and non-occupational strains should be concomitantly considered in research on burnout, organizational commitment, and turnover intention. International Journal of Nursing Studies, 53, 403-404. doi:https://doi.org/10.1016/j.ijnurstu.2015.10.005
9. Blau, P. M. (1968). Social exchange. International encyclopedia of the social sciences, 7(4), 452-457.
10. Califf, C. B., & Brooks, S. (2020). An empirical study of techno-stressors, literacy facilitation, burnout, and turnover intention as experienced by K-12 teachers. Computers & Education, 157, 103971. doi:https://doi.org/10.1016/j.compedu.2020.103971
11. Çamveren, H., Kocaman, G., & Vatan, F. (2022). The effects of a preceptorship program on newcomer nurses’ turnover intention, commitment and job satisfaction: Quasi-experimental study. Nurse Education in Practice, 63, 103358. doi:https://doi.org/10.1016/j.nepr.2022.103358
12. Chen, H., Li, G., Li, M., Lyu, L., & Zhang, T. (2018). A cross-sectional study on nurse turnover intention and influencing factors in Jiangsu Province, China. International Journal of Nursing Sciences, 5(4), 396-402. doi:https://doi.org/10.1016/j.ijnss.2018.09.012
13. Chen, M.-L., Su, Z.-Y., Lo, C.-L., Chiu, C.-H., Hu, Y.-H., Shieh, T.-Y., & Lee, H.-E. (2015). Corrigendum to “An empirical study on the factors influencing the turnover intention of dentists in hospitals in Taiwan” [Journal of Dental Sciences 2014;9:332–344]. Journal of Dental Sciences, 10(1), 114. doi:https://doi.org/10.1016/j.jds.2015.03.001
14. Choi, S. P.-p., Pang, S. M.-c., Cheung, K., & Wong, T. K.-s. (2011). Stabilizing and destabilizing forces in the nursing work environment: A qualitative study on turnover intention. International Journal of Nursing Studies, 48(10), 1290-1301. doi:https://doi.org/10.1016/j.ijnurstu.2011.03.005
15. Chung, E. K., Jung, Y., & Sohn, Y. W. (2017). A moderated mediation model of job stress, job satisfaction, and turnover intention for airport security screeners. Safety Science, 98, 89-97. doi:https://doi.org/10.1016/j.ssci.2017.06.005
16. De Cuyper, N., Mauno, S., Kinnunen, U., & Mäkikangas, A. (2011). The role of job resources in the relation between perceived employability and turnover intention: A prospective two-sample study. Journal of Vocational Behavior, 78(2), 253-263. doi:https://doi.org/10.1016/j.jvb.2010.09.008
17. Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: contributions to perceived organizational support and employee retention. Journal of applied psychology, 87(3), 565.
18. Emiroğlu, B. D., Akova, O., & Tanrıverdi, H. (2015). The Relationship Between Turnover Intention and Demographic Factors in Hotel Businesses: A Study at Five Star Hotels in Istanbul. Procedia - Social and Behavioral Sciences, 207, 385-397. doi:https://doi.org/10.1016/j.sbspro.2015.10.108
19. Field, A. (2013). Discovering statistics using IBM SPSS statistics: sage.
20. Guchait, P. (2007). Human resource management practices and organizational commitment and intention to leave: The mediating role of perceived organizational support and psychological contracts: University of Missouri-Columbia.
21. Hair, J., & Alamer, A. (2022). Partial Least Squares Structural Equation Modeling (PLS-SEM) in second language and education research: Guidelines using an applied example. Research Methods in Applied Linguistics, 1(3), 100027. doi:https://doi.org/10.1016/j.rmal.2022.100027
22. Jang, J., & George, R. T. (2012). Understanding the influence of polychronicity on job satisfaction and turnover intention: A study of non-supervisory hotel employees. International Journal of Hospitality Management, 31(2), 588-595. doi:https://doi.org/10.1016/j.ijhm.2011.08.004
23. Jensen, M. T. (2021). Pupil-teacher ratio, disciplinary problems, classroom emotional climate, and turnover intention: Evidence from a randomized control trial. Teaching and Teacher Education, 105, 103415. doi:https://doi.org/10.1016/j.tate.2021.103415
24. Jiang, H., & Shen, H. (2018). Supportive organizational environment, work-life enrichment, trust and turnover intention: A national survey of PRSA membership. Public Relations Review, 44(5), 681-689. doi:https://doi.org/10.1016/j.pubrev.2018.08.007
25. Jiang, W., Wang, L., Chu, Z., & Zheng, C. (2019). Does leader turnover intention hinder team innovation performance? The roles of leader self-sacrificial behavior and empathic concern. Journal of Business Research, 104, 261-270. doi:https://doi.org/10.1016/j.jbusres.2019.07.013
26. Kaymakcı, R., Görener, A., & Toker, K. (2022). The perceived overqualification's effect on innovative work behaviour: Do transformational leadership and turnover intention matter? Current Research in Behavioral Sciences, 3, 100068. doi:https://doi.org/10.1016/j.crbeha.2022.100068
27. Kazemi, E., Shapiro, M., & Kavner, A. (2015). Predictors of intention to turnover in behavior technicians working with individuals with autism spectrum disorder. Research in Autism Spectrum Disorders, 17, 106-115. doi:https://doi.org/10.1016/j.rasd.2015.06.012
28. Kim, H., & Kao, D. (2014). A meta-analysis of turnover intention predictors among U.S. child welfare workers. Children and Youth Services Review, 47, 214-223. doi:https://doi.org/10.1016/j.childyouth.2014.09.015
29. Kim, I.-J., & Shim, H.-W. (2018). Subjectivity About Turnover Intention Among Male Nurses in South Korea: A Q-Methodological Study. Asian Nursing Research, 12(2), 113-120. doi:https://doi.org/10.1016/j.anr.2018.04.002
30. Kumar, M. (2012). Roles of Perceived Exchange Quality and Organisational Identification in Predicting Turnover Intention. IIMB Management Review, 24(1), 2. doi:https://doi.org/10.1016/j.iimb.2012.01.005
31. Kumar, M., & Singh, S. (2012). Roles of perceived exchange quality and organisational identification in predicting turnover intention. IIMB Management Review, 24(1), 5-15. doi:https://doi.org/10.1016/j.iimb.2011.12.005
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Published
2022-08-31
How to Cite
Kamruzzaman, M., Rauf, M. A., & Shamim, D. M. M. I. (2022). Human Resource Management Practices impacting on Turnover Intention: Evidence from IT Employees in Bangladesh. International Journal on Economics, Finance and Sustainable Development, 4(8), 78-92. https://doi.org/10.31149/ijefsd.v4i8.3441
Section
Articles
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