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
1. Abid, G., Zahra, I., & Ahmed, A. (2016). Promoting thriving at work and waning turnover intention: A relational perspective. Future Business Journal, 2(2), 127-137. doi:https://doi.org/10.1016/j.fbj.2016.08.001
2. Akgunduz, Y., & Eryilmaz, G. (2018). Does turnover intention mediate the effects of job insecurity and co-worker support on social loafing? International Journal of Hospitality Management, 68, 41-49. doi:https://doi.org/10.1016/j.ijhm.2017.09.010
3. Akova, O., Cetin, G., & Cifci, I. (2015). The Relation between Demographic Factors and the Turnover Intention in Pre-opening Hotel Businesses. Procedia - Social and Behavioral Sciences, 207, 377-384. doi:https://doi.org/10.1016/j.sbspro.2015.10.177
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
32. Kuo, C.-W., Jou, R.-C., & Lin, S.-W. (2012). Turnover intention of air traffic controllers in Taiwan: A note. Journal of Air Transport Management, 25, 50-52. doi:https://doi.org/10.1016/j.jairtraman.2012.08.003
33. Labrague, L. J., Gloe, D., McEnroe, D. M., Konstantinos, K., & Colet, P. (2018). Factors influencing turnover intention among registered nurses in Samar Philippines. Applied Nursing Research, 39, 200-206. doi:https://doi.org/10.1016/j.apnr.2017.11.027
34. Labrague, L. J., Gloe, D. S., McEnroe-Petitte, D. M., Tsaras, K., & Colet, P. C. (2018). Erratum to “Factors influencing turnover intention among registered nurses in Samar, Philippines” [Applied Nursing Research 39C (2018) 200–206]. Applied Nursing Research, 41, 86. doi:https://doi.org/10.1016/j.apnr.2018.03.006
35. Labrague, L. J., McEnroe – Petitte, D. M., Tsaras, K., Cruz, J. P., Colet, P. C., & Gloe, D. S. (2018). Organizational commitment and turnover intention among rural nurses in the Philippines: Implications for nursing management. International Journal of Nursing Sciences, 5(4), 403-408. doi:https://doi.org/10.1016/j.ijnss.2018.09.001
36. Li, J., Kim, W. G., & Zhao, X. (2017). Multilevel model of management support and casino employee turnover intention. Tourism Management, 59, 193-204. doi:https://doi.org/10.1016/j.tourman.2016.08.006
37. Li, N., Zhang, L., Xiao, G., Chen, J., & Lu, Q. (2019). The relationship between workplace violence, job satisfaction and turnover intention in emergency nurses. International Emergency Nursing, 45, 50-55. doi:https://doi.org/10.1016/j.ienj.2019.02.001
38. Li, R., & Yao, M. (2022). What promotes teachers’ turnover intention? Evidence from a meta-analysis. Educational Research Review, 37, 100477. doi:https://doi.org/10.1016/j.edurev.2022.100477
39. Li, X., Guo, Y., & Zhou, S. (2021). Chinese preschool teachers’ income, work-family conflict, organizational commitment, and turnover intention: A serial mediation model. Children and Youth Services Review, 128, 106005. doi:https://doi.org/10.1016/j.childyouth.2021.106005
40. Liao, S.-h., Widowati, R., Hu, D.-c., & Tasman, L. (2017). The mediating effect of psychological contract in the relationships between paternalistic leadership and turnover intention for foreign workers in Taiwan. Asia Pacific Management Review, 22(2), 80-87. doi:https://doi.org/10.1016/j.apmrv.2016.08.003
41. Long, C. S., Ajagbe, M. A., & Kowang, T. O. (2014). Addressing the Issues on Employees’ Turnover Intention in the Perspective of HRM Practices in SME. Procedia - Social and Behavioral Sciences, 129, 99-104. doi:https://doi.org/10.1016/j.sbspro.2014.03.653
42. Lotfi, M., Akhuleh, O. Z., Judi, A., & Khodayari, M. (2022). Turnover intention among operating room nurses during the COVID-19 outbreak and its association with perceived safety climate. Perioperative Care and Operating Room Management, 26, 100233. doi:https://doi.org/10.1016/j.pcorm.2021.100233
43. Lyu, D., Ji, L., Zheng, Q., Yu, B., & Fan, Y. (2019). Abusive supervision and turnover intention: Mediating effects of psychological empowerment of nurses. International Journal of Nursing Sciences, 6(2), 198-203. doi:https://doi.org/10.1016/j.ijnss.2018.12.005
44. Mahesar, H. A. (2015). The impact of HRM bundles and organisational commitment on managers turnover intentions.
45. Manlove, E. E., & Guzell, J. R. (1997). Intention to leave, anticipated reasons for leaving, and 12-month turnover of child care center staff. Early Childhood Research Quarterly, 12(2), 145-167. doi:https://doi.org/10.1016/S0885-2006(97)90010-7
46. Mao, Y., He, R., Liu, J., Zhang, N., & Zhu, B. (2018). Turnover intention of primary health workers in China: a systematic review. The Lancet, 392, S17. doi:https://doi.org/10.1016/S0140-6736(18)32646-1
47. McKnight, D. H., Phillips, B., & Hardgrave, B. C. (2009). Which reduces IT turnover intention the most: Workplace characteristics or job characteristics? Information & Management, 46(3), 167-174. doi:https://doi.org/10.1016/j.im.2009.01.002
48. Nunnally, J. (1978). Psychometric Theory 2nd edition (New York: McGraw).
49. Park, J., & Min, H. (2020). Turnover intention in the hospitality industry: A meta-analysis. International Journal of Hospitality Management, 90, 102599. doi:https://doi.org/10.1016/j.ijhm.2020.102599
50. Piers, R. D., Versluys, K., Devoghel, J., Vyt, A., & Van Den Noortgate, N. (2019). Interprofessional teamwork, quality of care and turnover intention in geriatric care: A cross-sectional study in 55 acute geriatric units. International Journal of Nursing Studies, 91, 94-100. doi:https://doi.org/10.1016/j.ijnurstu.2018.11.011
51. Rahman, M. M., & Iqbal, F. (2013). A comprehensive relationship between job satisfaction and turnover intention of private commercial bank employees’ in Bangladesh. International Journal of Science
52. Research in Autism Spectrum Disorders, 2(6), 17-23.
53. Rahman, S. M. (2020). Relationship between job satisfaction and turnover intention: Evidence from Bangladesh. Asian Business Review, 10(2), 99-108.
54. Reza, M. N. H., Jayashree, S., Malarvizhi, C. A. N., Rauf, M. A., Jayaraman, K., & Shareef, S. H. (2021). The implications of Industry 4.0 on supply chains amid the COVID-19 pandemic: a systematic review. FResearch, 10.
55. Russell, S. (1997). Response to “intention to leave, anticipated reasons for leaving, and 12-month turnover of child care center staff”. Early Childhood Research Quarterly, 12(2), 171-172. doi:https://doi.org/10.1016/S0885-2006(97)90012-0
56. Sekaran, U., & Bougie, R. (2016). Research methods for business: A skill building approach: john wiley & sons.
57. Shahpouri, S., Namdari, K., & Abedi, A. (2016). Mediating role of work engagement in the relationship between job resources and personal resources with turnover intention among female nurses. Applied Nursing Research, 30, 216-221. doi:https://doi.org/10.1016/j.apnr.2015.10.008
58. Shamim, M. I. (2022). Exploring the Success Factors of Project Management. American Journal of Economics and Business Management, 5(7), 64-72.
59. Shamim, M. I. (2017). Leveraging Social Media for Human Resource Development led ICT Sector Development in Bangladesh. Business Review Bangladesh, 6(1), 74–85.
60. Shih, S.-P., Jiang, J. J., Klein, G., & Wang, E. (2011). Learning demand and job autonomy of IT personnel: Impact on turnover intention. Computers in Human Behavior, 27(6), 2301-2307. doi:https://doi.org/10.1016/j.chb.2011.07.009
61. Statistics, B. B. o. (2020). Statistical Yearbook of Bangladesh: Bangladesh Bureau of Statistics.
62. Takase, M. (2010). A concept analysis of turnover intention: Implications for nursing management. Collegian, 17(1), 3-12. doi:https://doi.org/10.1016/j.colegn.2009.05.001
63. Tongchaiprasit, P., & Ariyabuddhiphongs, V. (2016). Creativity and turnover intention among hotel chefs: The mediating effects of job satisfaction and job stress. International Journal of Hospitality Management, 55, 33-40. doi:https://doi.org/10.1016/j.ijhm.2016.02.009
64. Vui-Yee, K., & Yen-Hwa, T. (2020). When does ostracism lead to turnover intention? The moderated mediation model of job stress and job autonomy. IIMB Management Review, 32(3), 238-248. doi:https://doi.org/10.1016/j.iimb.2019.10.007
65. Waseem, A., Rashid, Y., Warraich, M. A., Sadiq, I., & Shaukat, Z. (2018). Factors affecting E-commerce potential of any country using multiple regression analysis. Journal of Internet Banking
66. Commerce, 24(2), 1-28.
67. Xu, S., Tao, L., Huang, H., Little, J., & Huang, L. (2020). Pediatric Nurses' Turnover Intention and Its Association with Calling in China's Tertiary Hospitals. Journal of Pediatric Nursing, 52, e51-e56. doi:https://doi.org/10.1016/j.pedn.2020.01.005
68. Yang, Y., & Chen, J. (2020). Related Factors of Turnover Intention Among Pediatric Nurses in Mainland China: A Structural Equation Modeling Analysis. Journal of Pediatric Nursing, 53, e217-e223. doi:https://doi.org/10.1016/j.pedn.2020.04.018
69. Yang, Y., Liu, Y.-H., Liu, J.-Y., & Zhang, H.-F. (2015). The impact of work support and organizational career growth on nurse turnover intention in China. International Journal of Nursing Sciences, 2(2), 134-139. doi:https://doi.org/10.1016/j.ijnss.2015.04.006
70. Yi, Y., Nataraajan, R., & Gong, T. (2011). Customer participation and citizenship behavioral influences on employee performance, satisfaction, commitment, and turnover intention. Journal of Business Research, 64(1), 87-95. doi:https://doi.org/10.1016/j.jbusres.2009.12.007
71. Yim, H.-Y., Seo, H.-J., Cho, Y., & Kim, J. (2017). Mediating Role of Psychological Capital in Relationship between Occupational Stress and Turnover Intention among Nurses at Veterans Administration Hospitals in Korea. Asian Nursing Research, 11(1), 6-12. doi:https://doi.org/10.1016/j.anr.2017.01.002
72. Yin, J., Bi, Y., & Ni, Y. (2022). The impact of COVID-19 on turnover intention among hotel employees: A moderated mediation model. Journal of Hospitality and Tourism Management, 51, 539-549. doi:https://doi.org/10.1016/j.jhtm.2022.05.010
73. Zhang, X., Ma, L., Xu, B., & Xu, F. (2019). How social media usage affects employees’ job satisfaction and turnover intention: An empirical study in China. Information & Management, 56(6), 103136. doi:https://doi.org/10.1016/j.im.2018.12.004
74. Zhou, S., Li, X., & Gao, B. (2020). Family/friends support, work-family conflict, organizational commitment, and turnover intention in young preschool teachers in China: A serial mediation model. Children and Youth Services Review, 113, 104997. doi:https://doi.org/10.1016/j.childyouth.2020.104997
75. Zhu, F., Cai, Z., Buchtel, E. E., & Guan, Y. (2019). Career construction in social exchange: a dual-path model linking career adaptability to turnover intention. Journal of Vocational Behavior, 112, 282-293. doi:https://doi.org/10.1016/j.jvb.2019.04.003
2. Akgunduz, Y., & Eryilmaz, G. (2018). Does turnover intention mediate the effects of job insecurity and co-worker support on social loafing? International Journal of Hospitality Management, 68, 41-49. doi:https://doi.org/10.1016/j.ijhm.2017.09.010
3. Akova, O., Cetin, G., & Cifci, I. (2015). The Relation between Demographic Factors and the Turnover Intention in Pre-opening Hotel Businesses. Procedia - Social and Behavioral Sciences, 207, 377-384. doi:https://doi.org/10.1016/j.sbspro.2015.10.177
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
32. Kuo, C.-W., Jou, R.-C., & Lin, S.-W. (2012). Turnover intention of air traffic controllers in Taiwan: A note. Journal of Air Transport Management, 25, 50-52. doi:https://doi.org/10.1016/j.jairtraman.2012.08.003
33. Labrague, L. J., Gloe, D., McEnroe, D. M., Konstantinos, K., & Colet, P. (2018). Factors influencing turnover intention among registered nurses in Samar Philippines. Applied Nursing Research, 39, 200-206. doi:https://doi.org/10.1016/j.apnr.2017.11.027
34. Labrague, L. J., Gloe, D. S., McEnroe-Petitte, D. M., Tsaras, K., & Colet, P. C. (2018). Erratum to “Factors influencing turnover intention among registered nurses in Samar, Philippines” [Applied Nursing Research 39C (2018) 200–206]. Applied Nursing Research, 41, 86. doi:https://doi.org/10.1016/j.apnr.2018.03.006
35. Labrague, L. J., McEnroe – Petitte, D. M., Tsaras, K., Cruz, J. P., Colet, P. C., & Gloe, D. S. (2018). Organizational commitment and turnover intention among rural nurses in the Philippines: Implications for nursing management. International Journal of Nursing Sciences, 5(4), 403-408. doi:https://doi.org/10.1016/j.ijnss.2018.09.001
36. Li, J., Kim, W. G., & Zhao, X. (2017). Multilevel model of management support and casino employee turnover intention. Tourism Management, 59, 193-204. doi:https://doi.org/10.1016/j.tourman.2016.08.006
37. Li, N., Zhang, L., Xiao, G., Chen, J., & Lu, Q. (2019). The relationship between workplace violence, job satisfaction and turnover intention in emergency nurses. International Emergency Nursing, 45, 50-55. doi:https://doi.org/10.1016/j.ienj.2019.02.001
38. Li, R., & Yao, M. (2022). What promotes teachers’ turnover intention? Evidence from a meta-analysis. Educational Research Review, 37, 100477. doi:https://doi.org/10.1016/j.edurev.2022.100477
39. Li, X., Guo, Y., & Zhou, S. (2021). Chinese preschool teachers’ income, work-family conflict, organizational commitment, and turnover intention: A serial mediation model. Children and Youth Services Review, 128, 106005. doi:https://doi.org/10.1016/j.childyouth.2021.106005
40. Liao, S.-h., Widowati, R., Hu, D.-c., & Tasman, L. (2017). The mediating effect of psychological contract in the relationships between paternalistic leadership and turnover intention for foreign workers in Taiwan. Asia Pacific Management Review, 22(2), 80-87. doi:https://doi.org/10.1016/j.apmrv.2016.08.003
41. Long, C. S., Ajagbe, M. A., & Kowang, T. O. (2014). Addressing the Issues on Employees’ Turnover Intention in the Perspective of HRM Practices in SME. Procedia - Social and Behavioral Sciences, 129, 99-104. doi:https://doi.org/10.1016/j.sbspro.2014.03.653
42. Lotfi, M., Akhuleh, O. Z., Judi, A., & Khodayari, M. (2022). Turnover intention among operating room nurses during the COVID-19 outbreak and its association with perceived safety climate. Perioperative Care and Operating Room Management, 26, 100233. doi:https://doi.org/10.1016/j.pcorm.2021.100233
43. Lyu, D., Ji, L., Zheng, Q., Yu, B., & Fan, Y. (2019). Abusive supervision and turnover intention: Mediating effects of psychological empowerment of nurses. International Journal of Nursing Sciences, 6(2), 198-203. doi:https://doi.org/10.1016/j.ijnss.2018.12.005
44. Mahesar, H. A. (2015). The impact of HRM bundles and organisational commitment on managers turnover intentions.
45. Manlove, E. E., & Guzell, J. R. (1997). Intention to leave, anticipated reasons for leaving, and 12-month turnover of child care center staff. Early Childhood Research Quarterly, 12(2), 145-167. doi:https://doi.org/10.1016/S0885-2006(97)90010-7
46. Mao, Y., He, R., Liu, J., Zhang, N., & Zhu, B. (2018). Turnover intention of primary health workers in China: a systematic review. The Lancet, 392, S17. doi:https://doi.org/10.1016/S0140-6736(18)32646-1
47. McKnight, D. H., Phillips, B., & Hardgrave, B. C. (2009). Which reduces IT turnover intention the most: Workplace characteristics or job characteristics? Information & Management, 46(3), 167-174. doi:https://doi.org/10.1016/j.im.2009.01.002
48. Nunnally, J. (1978). Psychometric Theory 2nd edition (New York: McGraw).
49. Park, J., & Min, H. (2020). Turnover intention in the hospitality industry: A meta-analysis. International Journal of Hospitality Management, 90, 102599. doi:https://doi.org/10.1016/j.ijhm.2020.102599
50. Piers, R. D., Versluys, K., Devoghel, J., Vyt, A., & Van Den Noortgate, N. (2019). Interprofessional teamwork, quality of care and turnover intention in geriatric care: A cross-sectional study in 55 acute geriatric units. International Journal of Nursing Studies, 91, 94-100. doi:https://doi.org/10.1016/j.ijnurstu.2018.11.011
51. Rahman, M. M., & Iqbal, F. (2013). A comprehensive relationship between job satisfaction and turnover intention of private commercial bank employees’ in Bangladesh. International Journal of Science
52. Research in Autism Spectrum Disorders, 2(6), 17-23.
53. Rahman, S. M. (2020). Relationship between job satisfaction and turnover intention: Evidence from Bangladesh. Asian Business Review, 10(2), 99-108.
54. Reza, M. N. H., Jayashree, S., Malarvizhi, C. A. N., Rauf, M. A., Jayaraman, K., & Shareef, S. H. (2021). The implications of Industry 4.0 on supply chains amid the COVID-19 pandemic: a systematic review. FResearch, 10.
55. Russell, S. (1997). Response to “intention to leave, anticipated reasons for leaving, and 12-month turnover of child care center staff”. Early Childhood Research Quarterly, 12(2), 171-172. doi:https://doi.org/10.1016/S0885-2006(97)90012-0
56. Sekaran, U., & Bougie, R. (2016). Research methods for business: A skill building approach: john wiley & sons.
57. Shahpouri, S., Namdari, K., & Abedi, A. (2016). Mediating role of work engagement in the relationship between job resources and personal resources with turnover intention among female nurses. Applied Nursing Research, 30, 216-221. doi:https://doi.org/10.1016/j.apnr.2015.10.008
58. Shamim, M. I. (2022). Exploring the Success Factors of Project Management. American Journal of Economics and Business Management, 5(7), 64-72.
59. Shamim, M. I. (2017). Leveraging Social Media for Human Resource Development led ICT Sector Development in Bangladesh. Business Review Bangladesh, 6(1), 74–85.
60. Shih, S.-P., Jiang, J. J., Klein, G., & Wang, E. (2011). Learning demand and job autonomy of IT personnel: Impact on turnover intention. Computers in Human Behavior, 27(6), 2301-2307. doi:https://doi.org/10.1016/j.chb.2011.07.009
61. Statistics, B. B. o. (2020). Statistical Yearbook of Bangladesh: Bangladesh Bureau of Statistics.
62. Takase, M. (2010). A concept analysis of turnover intention: Implications for nursing management. Collegian, 17(1), 3-12. doi:https://doi.org/10.1016/j.colegn.2009.05.001
63. Tongchaiprasit, P., & Ariyabuddhiphongs, V. (2016). Creativity and turnover intention among hotel chefs: The mediating effects of job satisfaction and job stress. International Journal of Hospitality Management, 55, 33-40. doi:https://doi.org/10.1016/j.ijhm.2016.02.009
64. Vui-Yee, K., & Yen-Hwa, T. (2020). When does ostracism lead to turnover intention? The moderated mediation model of job stress and job autonomy. IIMB Management Review, 32(3), 238-248. doi:https://doi.org/10.1016/j.iimb.2019.10.007
65. Waseem, A., Rashid, Y., Warraich, M. A., Sadiq, I., & Shaukat, Z. (2018). Factors affecting E-commerce potential of any country using multiple regression analysis. Journal of Internet Banking
66. Commerce, 24(2), 1-28.
67. Xu, S., Tao, L., Huang, H., Little, J., & Huang, L. (2020). Pediatric Nurses' Turnover Intention and Its Association with Calling in China's Tertiary Hospitals. Journal of Pediatric Nursing, 52, e51-e56. doi:https://doi.org/10.1016/j.pedn.2020.01.005
68. Yang, Y., & Chen, J. (2020). Related Factors of Turnover Intention Among Pediatric Nurses in Mainland China: A Structural Equation Modeling Analysis. Journal of Pediatric Nursing, 53, e217-e223. doi:https://doi.org/10.1016/j.pedn.2020.04.018
69. Yang, Y., Liu, Y.-H., Liu, J.-Y., & Zhang, H.-F. (2015). The impact of work support and organizational career growth on nurse turnover intention in China. International Journal of Nursing Sciences, 2(2), 134-139. doi:https://doi.org/10.1016/j.ijnss.2015.04.006
70. Yi, Y., Nataraajan, R., & Gong, T. (2011). Customer participation and citizenship behavioral influences on employee performance, satisfaction, commitment, and turnover intention. Journal of Business Research, 64(1), 87-95. doi:https://doi.org/10.1016/j.jbusres.2009.12.007
71. Yim, H.-Y., Seo, H.-J., Cho, Y., & Kim, J. (2017). Mediating Role of Psychological Capital in Relationship between Occupational Stress and Turnover Intention among Nurses at Veterans Administration Hospitals in Korea. Asian Nursing Research, 11(1), 6-12. doi:https://doi.org/10.1016/j.anr.2017.01.002
72. Yin, J., Bi, Y., & Ni, Y. (2022). The impact of COVID-19 on turnover intention among hotel employees: A moderated mediation model. Journal of Hospitality and Tourism Management, 51, 539-549. doi:https://doi.org/10.1016/j.jhtm.2022.05.010
73. Zhang, X., Ma, L., Xu, B., & Xu, F. (2019). How social media usage affects employees’ job satisfaction and turnover intention: An empirical study in China. Information & Management, 56(6), 103136. doi:https://doi.org/10.1016/j.im.2018.12.004
74. Zhou, S., Li, X., & Gao, B. (2020). Family/friends support, work-family conflict, organizational commitment, and turnover intention in young preschool teachers in China: A serial mediation model. Children and Youth Services Review, 113, 104997. doi:https://doi.org/10.1016/j.childyouth.2020.104997
75. Zhu, F., Cai, Z., Buchtel, E. E., & Guan, Y. (2019). Career construction in social exchange: a dual-path model linking career adaptability to turnover intention. Journal of Vocational Behavior, 112, 282-293. doi:https://doi.org/10.1016/j.jvb.2019.04.003
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. Retrieved from https://journals.researchparks.org/index.php/IJEFSD/article/view/3441
Section
Articles
2.png)
