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PREDICTING MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT IN RELATIONSHIP BETWEEN HUMAN RESOURCE MANAGEMENT PRACTICES AND FACULTY TURNOVER INTENTIONS |
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| รหัสดีโอไอ | |
| Creator | Irfanullah, Shadiullah Khan, Khalid Rehman |
| Title | PREDICTING MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT IN RELATIONSHIP BETWEEN HUMAN RESOURCE MANAGEMENT PRACTICES AND FACULTY TURNOVER INTENTIONS |
| Contributor | - |
| Publisher | TuEngr Group |
| Publication Year | 2563 |
| Journal Title | International Transaction Journal of Engineering, Management, & Applied Sciences & Technologies |
| Journal Vol. | 11 |
| Journal No. | 2 |
| Page no. | 11A02J: 1-11 |
| Keyword | HRM practices (HRMP), Career Development, Working Environment, Organizational commitment, Salary, Faculty quit intention, University faculty turnover. |
| URL Website | http://TuEngr.com/Vol11_2.html |
| Website title | ITJEMAST V11(2) 2020 @ TuEngr.com |
| ISSN | 2228-9860 |
| Abstract | The broad aim of the study was to find out the relationship between HRM practices (HRMP) (i.e., Salary, Career development, working environment) and turnover intentions through the mediating role of organizational commitment among the faculty members employed in both private and public sectors of higher education institutions (HEI) in the southern part of Khyber Pakhtunkhwa province, Pakistan. Data was collected from academicians of the selected six universities of both sectors. The sample size of a given population was determined through Yamane's (1967) formula. A descriptive cross-sectional design was adopted in this study. The quantitative technique followed by survey-based research. Over the stratified random method, 300 questionnaires' were distributed, 250 questionnaires were finalized for analysis. To test the research hypotheses, SPSS?21 software was used. Findings indicate that all HRMPs were positively and significantly linked with organizational commitment (OC), whereas revealing a substantial negative direct influence on faculty quit intentions. However, OC has been found to partially mediate the relationships' between both HRM practices and turnover intentions. |
