Determinants of employees’ turnover intention: A conceptual paper
DOI:
https://doi.org/10.21009/ISC-BEAM.011.65Abstract
Employee turnover is a critical concern for organizations seeking to maintain a stable and productive employee. This conceptual paper investigates the relationship between Human Resource Management (HRM) practices and their influence on turnover intention. The study focuses on specific HRM practices, including Training and Development, Compensation, Performance Appraisal, Job Autonomy, and Career Development. The findings of this study have the potential to provide valuable insights for organizations aiming to reduce turnover rates. It is anticipated that a better understanding of the connections between HRM practices and turnover intention will lead to the development of targeted strategies for talent retention and human resource management. The conclusion drawn from literature support indicates that variables have an influence on turnover intentions. This paper contributes to the existing body of knowledge in HRM and organizational behavior, offering practical implications for HR professionals and managers who seek to enhance employee satisfaction and commitment, ultimately mitigating the costly issue of turnover.
References
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Aburumman, O., Salleh, A., Omar, K. and Abadi, M. (2020), “The impact of human resource management practices and career satisfaction on employee’s turnover intention”, Management Science Letters, Vol. 10 No. 3, pp. 641-652, doi: 10.5267/j.msl.2019.9.015.
Ahmed, P. K. and Rafiq, M. (2003) ‘Internal marketing issues and challenges,’ European Journal of marketing, 37:9, 1177-1186.
Ahmad, R., & Lemba, C. (2010). Performance appraisal politics and employee turnover intention. Jurnal Kemanusiaan, 16, 99–109.
Attia, A., Azelin, A., Hadziroh, I., Waqas, M., Attiqa, A. (2022), “The role of compensation in shaping employee’s behaviour: a mediation study through job satisfaction during the Covid-19 pandemic”, Emerald Publishing Limited e-ISSN: 2177-8736.
Bigliardi, B., Petroni, A., and Dormio, A.I. (2005), “Organizational socialization career aspirations and turnover intentions among design engineers”, Leadership & Organization Development Journal, vol. 26, no. 6, pp. 424 –441.
Brey, P. (1999). Worker Autonomy and the Drama of Digital Networks in Organizations.Journal of Business Ethics, 22(1), 15-25. http://dx.doi.org/10.1023/A:1006199816737.
Chin, C. L. (2018). The influence of job satisfaction on employee turnover intention in the manufacturing industry of Malaysia. Journal of Arts & Social Sciences, 1(2), 53-63.
Christian, J. S., & Ellis, A. P. (2014). The Crucial Role Of Turnover Intentions in Transforming Moral Disengagement into Deviant Behavior at Work. Journal of business ethics, 119, 193-208.
Dechawatanapaisal, D. (2018). Examining the relationships between HR practices, organizational job embeddedness, job satisfaction, and quit intention: Evidence from Thai accountants. Asia-Pacific Journal of Business Administration, 10(2/3), 130-148.
Foong-ming, T. (2008). Linking Career development practices to turnover intention: The mediator of perceived organizational support. Journal of Business and Public affairs, 2(1), 1-16.
Fletcher, C. (2001). Performance appraisal and management: The developing research agenda. Journal of Occupational and Organizational Psychology, 74(4), 473–487.https://doi.org/10.1348/096317901167488
Gellatly, I. R., & Irving, P. G. (2001). Personality, autonomy, and contextual performance of managers. Human Performance, 14, 229-243. http://dx.doi.org/10.1207/S15327043HUP1403_2
Ghafoor, H., Ansari, N., and Moazzam, A. (2017), “The effect of financial compensation and perceived career progression on employee turnover intentions with self actualization as a mediator”, Governance and Management Review Vol.2, No.1, June 2017, pp.61-84.
Ghani, B., Zada, M., Memon, K. R., Ullah, R., Khattak, A., Han, H., & Araya-Castillo, L. (2022). Challenges and strategies for employee retention in the hospitality industry: A review. Sustainability, 14(5), 2885.
Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). "A meta-analysis of antecedents and correlates of employee turnover: update, moderator tests, and research implications for the next millennium". Journal of Management, 26(3), 463-88.
Guchait, P., & Cho, S. (2010). The impact of human resource management practices on intention to leave of employees in the service industry in India: The mediating role of organizational commitment. The International Journal of Human Resource Management, 21(8), 1228–1247.https://doi.org/10.1080/09585192.2010.483845
Hackman, J. R., & Oldham, G. R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60, 159-170. http://dx.doi.org/10.1037/h0076546
Han, S.J., Bonn, M.A. and Cho, M. (2016), “The relationship between customer incivility, restaurant frontline service employee burnout and turnover intention”, International Journal of Hospitality Management, Vol. 52, pp. 97-116.
Holston-Okae, B. L., & Mushi, R. J. (2018). Employee Turnover in the Hospitality Industry using Herzberg’s Two-Factor Motivation-Hygiene Theory. International Journal of Academic Research in Business and Social Sciences, 8(1), 218–248.
Ju, B., and Li, J. (2019), “Exploring the impact of training, job tenure, and education-job and skills-job matches on employee turnover intention”, European Journal of Training and Development Vol. 43 No. 3/4, 2019 pp. 214-231.
Karatepe, O.M. and Olugbade, O.A. (2017), “The effects of work social support and career adaptability on career satisfaction and turnover intentions”, Journal of Management & Organization, Vol. 23 No. 3, pp. 337-355, doi: 10.1017/jmo.2016.12.
Kong, H.J. and Baum, T.G. (2006), “Skills and work in the hospitality sector: the case of hotel front office employees in China”, International Journal of Contemporary Hospitality Management, Vol. 18 No. 6, pp. 509-518.
Lado, A. A., & Wilson, M. C. (1994). Human resource systems and sustained competitive advantage: A competency-based perspective. Academy of Management Review, 19(4), 699-727.
Leibowitz, Farren, Z.B., & Kaye, B.L. (1986). Designing Career Development Systems. (1st Ed.). San Francisco: Jossey-Bass Publishers.
Lips-Wiersma, M., & Hall, D. T. (2007). Organizational career development is not dead: A case study on managing the new career during organizational change. Journal of Organizational Behavior, 28, 771-792.
Long, C. S., Thean, L. Y., Ismail, K., & Jusoh, A. (2012). Leadership Styles and Employees’ Turnover Intention: Exploratory Study of Academic Staff in a Malaysian College. World Applied Sciences Journal, 19(4), 575–581. doi:10.5829/idosi.wasj.2012.19.04.155.
Maroudas, L., Kyriakidou, O. and Vacharis, A. (2008), “Employees’ motivation in the luxury hotel industry: the perceived effectiveness of human-resource practices”, Managing leisure, Vol. 13 No. 3, pp. 258-271.
Masoodul, H., Saad, H., Muhammad, F., Ashar, I. (2013), Impact of HR practices on employee satisfaction and employee loyalty: An empirical study of government owned public sector banks of Pakistan. Middle-East Journal of Scientific Research, 16(1), 01-08.
Milkovich, G.T., & Newman, J.M. (2005). Compensation (8th ed.). New York: McGrawHill.
Munsamy, M., & Venter, A.B. (2009). Retention factors of management staff in the maintenance phase of their careers in local government: Original research. SA Journal of Human Resource Management, 7(1), 1–9. https://doi.org/10.4102/ sajhrm.v7i1.198
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M. (2010), “Manajemen sumber daya manusia: mencapai keunggulan bersaing”, Human Resources Management: Gaining a Competitive Advantage, McGraw-Hill/Irwin, Boston, MA, pp. 1-799.
Poulston, J. (2008), “Hospitality workplace problems and poor training: a close relationship”, International Journal of Contemporary Hospitality Management, Vol. 20 No. 4, pp. 412-427.
Rawashdeh, A.M., Elayan, M.B., Shamout, M.D., and Hamouche, S. (2022), “Human resource development and turnover intention: organizational commitment’s role as a mediating variable”, European Journal of Management and Business Economics Vol. 31 No. 4, 2022 pp. 469-484.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M. (2010), “Manajemen sumber daya manusia: mencapai keunggulan bersaing”, Human Resources Management: Gaining a Competitive Advantage, McGraw-Hill/Irwin, Boston, MA, pp. 1-799.
Poulston, J. (2008), “Hospitality workplace problems and poor training: a close relationship”, International Journal of Contemporary Hospitality Management, Vol. 20 No. 4, pp. 412-427.
Rawashdeh, A.M., Elayan, M.B., Shamout, M.D., and Hamouche, S. (2022), “Human resource development and turnover intention: organizational commitment’s role as a mediating variable”, European Journal of Management and Business Economics Vol. 31 No. 4, 2022 pp. 469-484.
Rathakrishnan, T., Imm, N.S., and Kok, T.K. (2016), “Turnover Intentions of Lecturers in Private Universities in Malaysia”, Pertanika Journal. Social Sciences & Humanities 24 (S): 129 –146.
Santhanam, N., Kamalanabhan,T.J., Dyaram, L., Ziegler, H. (2017), “Impact of human resource management practices on employee turnover intentions Moderating role of psychological contract breach”, Journal of Indian Business Research Vol. 9 No. 3, 2017 pp. 212-228.
Silaban, N., and Syah, T.Y.R. (2018), “The Influence of Compensation and Organizational Commitment on Employees’ Turnover Intention”, IOSR Journal of Business and Management (IOSR-JBM) e-ISSN: 2278-487X, p-ISSN: 2319-7668. Volume 20, Issue 3. Ver. I (March. 2018), PP 01-06.
Suleiman AlBattat, A., & Mat Som, A. (2013). Employee Dissatisfaction and Turnover Crises in the Malaysian Hospitality Industry. International Journal Of Business & Management, 8(5), 62-71.
Teng, C. C. (2013). Developing and evaluating a hospitality skill module for enhancing performance of undergraduate hospitality students. Journal of Hospitality, Leisure, Sport, & Tourism Education, 13(1), 78-86. doi:10.1016/j.jhlste.2013.07.003.
The Star (2023), “ Budget 2024: Next Visit Malaysia Year to be held in 2026”, available at: https://www.thestar.com.my/news/nation/2023/10/13/budget-2024-next-visit-malaysia-year-to-be-held-in-2026
Trading Economics (2023), “Malaysia GDP from services 2023 data 2024 forecast Historical Chart”, available at: https://tradingeconomics.com/malaysia/gdp-from-services.
Weng, Q. X., & Xi, Y. M. (2010). A literature review of employees' career growth. Forecasting, 29(6), 1-7. http://dx.doi.org/10.3969/j.issn.1003-5192.2010.06.001.
Yean, T. F., & Yahya, K. K. (2013). The influence of human resource management practices and career strategy on career satisfaction of insurance agents. International Journal of Business and Society, 14(2), 193-206.
Yousaf, A., Sanders, K., & Yustantio, J. (2018). High commitment HRM and organizational and occupational turnover intentions: the role of organizational and occupational commitment. The International Journal of Human Resource Management, 29(10), 1661-1682.
Aburumman, O., Salleh, A., Omar, K. and Abadi, M. (2020), “The impact of human resource management practices and career satisfaction on employee’s turnover intention”, Management Science Letters, Vol. 10 No. 3, pp. 641-652, doi: 10.5267/j.msl.2019.9.015.
Ahmed, P. K. and Rafiq, M. (2003) ‘Internal marketing issues and challenges,’ European Journal of marketing, 37:9, 1177-1186.
Ahmad, R., & Lemba, C. (2010). Performance appraisal politics and employee turnover intention. Jurnal Kemanusiaan, 16, 99–109.
Attia, A., Azelin, A., Hadziroh, I., Waqas, M., Attiqa, A. (2022), “The role of compensation in shaping employee’s behaviour: a mediation study through job satisfaction during the Covid-19 pandemic”, Emerald Publishing Limited e-ISSN: 2177-8736.
Bigliardi, B., Petroni, A., and Dormio, A.I. (2005), “Organizational socialization career aspirations and turnover intentions among design engineers”, Leadership & Organization Development Journal, vol. 26, no. 6, pp. 424 –441.
Brey, P. (1999). Worker Autonomy and the Drama of Digital Networks in Organizations.Journal of Business Ethics, 22(1), 15-25. http://dx.doi.org/10.1023/A:1006199816737.
Chin, C. L. (2018). The influence of job satisfaction on employee turnover intention in the manufacturing industry of Malaysia. Journal of Arts & Social Sciences, 1(2), 53-63.
Christian, J. S., & Ellis, A. P. (2014). The Crucial Role Of Turnover Intentions in Transforming Moral Disengagement into Deviant Behavior at Work. Journal of business ethics, 119, 193-208.
Dechawatanapaisal, D. (2018). Examining the relationships between HR practices, organizational job embeddedness, job satisfaction, and quit intention: Evidence from Thai accountants. Asia-Pacific Journal of Business Administration, 10(2/3), 130-148.
Foong-ming, T. (2008). Linking Career development practices to turnover intention: The mediator of perceived organizational support. Journal of Business and Public affairs, 2(1), 1-16.
Fletcher, C. (2001). Performance appraisal and management: The developing research agenda. Journal of Occupational and Organizational Psychology, 74(4), 473–487.https://doi.org/10.1348/096317901167488
Gellatly, I. R., & Irving, P. G. (2001). Personality, autonomy, and contextual performance of managers. Human Performance, 14, 229-243. http://dx.doi.org/10.1207/S15327043HUP1403_2
Ghafoor, H., Ansari, N., and Moazzam, A. (2017), “The effect of financial compensation and perceived career progression on employee turnover intentions with self actualization as a mediator”, Governance and Management Review Vol.2, No.1, June 2017, pp.61-84.
Ghani, B., Zada, M., Memon, K. R., Ullah, R., Khattak, A., Han, H., & Araya-Castillo, L. (2022). Challenges and strategies for employee retention in the hospitality industry: A review. Sustainability, 14(5), 2885.
Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). "A meta-analysis of antecedents and correlates of employee turnover: update, moderator tests, and research implications for the next millennium". Journal of Management, 26(3), 463-88.
Guchait, P., & Cho, S. (2010). The impact of human resource management practices on intention to leave of employees in the service industry in India: The mediating role of organizational commitment. The International Journal of Human Resource Management, 21(8), 1228–1247.https://doi.org/10.1080/09585192.2010.483845
Hackman, J. R., & Oldham, G. R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60, 159-170. http://dx.doi.org/10.1037/h0076546
Han, S.J., Bonn, M.A. and Cho, M. (2016), “The relationship between customer incivility, restaurant frontline service employee burnout and turnover intention”, International Journal of Hospitality Management, Vol. 52, pp. 97-116.
Holston-Okae, B. L., & Mushi, R. J. (2018). Employee Turnover in the Hospitality Industry using Herzberg’s Two-Factor Motivation-Hygiene Theory. International Journal of Academic Research in Business and Social Sciences, 8(1), 218–248.
Ju, B., and Li, J. (2019), “Exploring the impact of training, job tenure, and education-job and skills-job matches on employee turnover intention”, European Journal of Training and Development Vol. 43 No. 3/4, 2019 pp. 214-231.
Karatepe, O.M. and Olugbade, O.A. (2017), “The effects of work social support and career adaptability on career satisfaction and turnover intentions”, Journal of Management & Organization, Vol. 23 No. 3, pp. 337-355, doi: 10.1017/jmo.2016.12.
Kong, H.J. and Baum, T.G. (2006), “Skills and work in the hospitality sector: the case of hotel front office employees in China”, International Journal of Contemporary Hospitality Management, Vol. 18 No. 6, pp. 509-518.
Lado, A. A., & Wilson, M. C. (1994). Human resource systems and sustained competitive advantage: A competency-based perspective. Academy of Management Review, 19(4), 699-727.
Leibowitz, Farren, Z.B., & Kaye, B.L. (1986). Designing Career Development Systems. (1st Ed.). San Francisco: Jossey-Bass Publishers.
Lips-Wiersma, M., & Hall, D. T. (2007). Organizational career development is not dead: A case study on managing the new career during organizational change. Journal of Organizational Behavior, 28, 771-792.
Long, C. S., Thean, L. Y., Ismail, K., & Jusoh, A. (2012). Leadership Styles and Employees’ Turnover Intention: Exploratory Study of Academic Staff in a Malaysian College. World Applied Sciences Journal, 19(4), 575–581. doi:10.5829/idosi.wasj.2012.19.04.155.
Maroudas, L., Kyriakidou, O. and Vacharis, A. (2008), “Employees’ motivation in the luxury hotel industry: the perceived effectiveness of human-resource practices”, Managing leisure, Vol. 13 No. 3, pp. 258-271.
Masoodul, H., Saad, H., Muhammad, F., Ashar, I. (2013), Impact of HR practices on employee satisfaction and employee loyalty: An empirical study of government owned public sector banks of Pakistan. Middle-East Journal of Scientific Research, 16(1), 01-08.
Milkovich, G.T., & Newman, J.M. (2005). Compensation (8th ed.). New York: McGrawHill.
Munsamy, M., & Venter, A.B. (2009). Retention factors of management staff in the maintenance phase of their careers in local government: Original research. SA Journal of Human Resource Management, 7(1), 1–9. https://doi.org/10.4102/ sajhrm.v7i1.198
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M. (2010), “Manajemen sumber daya manusia: mencapai keunggulan bersaing”, Human Resources Management: Gaining a Competitive Advantage, McGraw-Hill/Irwin, Boston, MA, pp. 1-799.
Poulston, J. (2008), “Hospitality workplace problems and poor training: a close relationship”, International Journal of Contemporary Hospitality Management, Vol. 20 No. 4, pp. 412-427.
Rawashdeh, A.M., Elayan, M.B., Shamout, M.D., and Hamouche, S. (2022), “Human resource development and turnover intention: organizational commitment’s role as a mediating variable”, European Journal of Management and Business Economics Vol. 31 No. 4, 2022 pp. 469-484.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M. (2010), “Manajemen sumber daya manusia: mencapai keunggulan bersaing”, Human Resources Management: Gaining a Competitive Advantage, McGraw-Hill/Irwin, Boston, MA, pp. 1-799.
Poulston, J. (2008), “Hospitality workplace problems and poor training: a close relationship”, International Journal of Contemporary Hospitality Management, Vol. 20 No. 4, pp. 412-427.
Rawashdeh, A.M., Elayan, M.B., Shamout, M.D., and Hamouche, S. (2022), “Human resource development and turnover intention: organizational commitment’s role as a mediating variable”, European Journal of Management and Business Economics Vol. 31 No. 4, 2022 pp. 469-484.
Rathakrishnan, T., Imm, N.S., and Kok, T.K. (2016), “Turnover Intentions of Lecturers in Private Universities in Malaysia”, Pertanika Journal. Social Sciences & Humanities 24 (S): 129 –146.
Santhanam, N., Kamalanabhan,T.J., Dyaram, L., Ziegler, H. (2017), “Impact of human resource management practices on employee turnover intentions Moderating role of psychological contract breach”, Journal of Indian Business Research Vol. 9 No. 3, 2017 pp. 212-228.
Silaban, N., and Syah, T.Y.R. (2018), “The Influence of Compensation and Organizational Commitment on Employees’ Turnover Intention”, IOSR Journal of Business and Management (IOSR-JBM) e-ISSN: 2278-487X, p-ISSN: 2319-7668. Volume 20, Issue 3. Ver. I (March. 2018), PP 01-06.
Suleiman AlBattat, A., & Mat Som, A. (2013). Employee Dissatisfaction and Turnover Crises in the Malaysian Hospitality Industry. International Journal Of Business & Management, 8(5), 62-71.
Teng, C. C. (2013). Developing and evaluating a hospitality skill module for enhancing performance of undergraduate hospitality students. Journal of Hospitality, Leisure, Sport, & Tourism Education, 13(1), 78-86. doi:10.1016/j.jhlste.2013.07.003.
The Star (2023), “ Budget 2024: Next Visit Malaysia Year to be held in 2026”, available at: https://www.thestar.com.my/news/nation/2023/10/13/budget-2024-next-visit-malaysia-year-to-be-held-in-2026
Trading Economics (2023), “Malaysia GDP from services 2023 data 2024 forecast Historical Chart”, available at: https://tradingeconomics.com/malaysia/gdp-from-services.
Weng, Q. X., & Xi, Y. M. (2010). A literature review of employees' career growth. Forecasting, 29(6), 1-7. http://dx.doi.org/10.3969/j.issn.1003-5192.2010.06.001.
Yean, T. F., & Yahya, K. K. (2013). The influence of human resource management practices and career strategy on career satisfaction of insurance agents. International Journal of Business and Society, 14(2), 193-206.
Yousaf, A., Sanders, K., & Yustantio, J. (2018). High commitment HRM and organizational and occupational turnover intentions: the role of organizational and occupational commitment. The International Journal of Human Resource Management, 29(10), 1661-1682.
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Published
2024-03-09
How to Cite
AG BUDIN, D. K., & Ambad, S. N. A. . (2024). Determinants of employees’ turnover intention: A conceptual paper. International Student Conference on Business, Education, Economics, Accounting, and Management (ISC-BEAM), 1(1), 937–947. https://doi.org/10.21009/ISC-BEAM.011.65
