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How Sustainable Human Resource Management Practices Can Increase Intention to Stay Through Organisational Justice and Employee Engagement |
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| รหัสดีโอไอ | |
| Creator | Shatha Mahfouz, Mutia Sobihah Abd Halim, Ayu Suriawaty Bahkia, Noryati Alias |
| Title | How Sustainable Human Resource Management Practices Can Increase Intention to Stay Through Organisational Justice and Employee Engagement |
| Contributor | - |
| Publisher | TuEngr Group |
| Publication Year | 2565 |
| Journal Title | International Transaction Journal of Engineering, Management, & Applied Sciences & Technologies |
| Journal Vol. | 13 |
| Journal No. | 2 |
| Page no. | 13A2M: 1-19 |
| Keyword | Intention to stay, Organisational justice, Employee engagement, Construction workforce, Construction engineer, Employee retention, Civil engineer, Sustainable HRM practices, Malaysia, Construction management, Construction project engineer. |
| URL Website | http://TuEngr.com/Vol13-2.html |
| Website title | ITJEMAST V13(2) 2022 @ TuEngr.com |
| ISSN | 2228-9860 |
| Abstract | Employee retention has become pivotal, specifically in the wake of crises, in positively impacting organisational sustainability (Rouse, 2022). Conversely, the losses of competent and highly-experienced workers influence overall company productivity. Sustainable human resource management (HRM) practices enable employees to engage in conducive working environments and strengthen their intention to stay. This study aims to explore the mediating role of organisational justice and employee engagement in the sustainable HRM practice-intention to stay in correlation with 540 engineers employed in Malaysian construction projects. Three primary outcomes were subsequently attained: (i) organisational justice mediated between sustainable HRM practices and employee engagement; (ii) employee engagement mediated between organisational justice and intention to stay; (iii) organisational justice and employee engagement mediated between sustainable HRM practices and intention to stay. In reinforcing the positive correlation between both constructs, employees would be more willing to remain by implementing sustainable HRM practices and perceived organisational justice. This study elaborates on sustainable HRM practical interventions and future research recommendations. |
