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New evidence in an old debate: Investigating the relationship between HR satisfaction and turnover

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  • Khilji, Shaista E.
  • Wang, Xiaoyun

Abstract

The debate relating to an interconnection between organizational performance and HRM may be old, but the evidence presented in present analysis is new and reflects the critical value of employee satisfaction with HR practices, referred to as HRS. Turnover is chosen as a dependent variable because of its centrality in improving organizational performance. In order to advance the scope of employees' day-to-day experiences with HRM, a multiple respondent research strategy is adopted. Pakistan, with its current socio-economic transitions, presents a rich context in which to study HRS and turnover. Several demographic and organizational factors of turnover are also included as moderators. Findings, based upon an analysis of 508 questionnaires in 12 organizations, reveal HRS is negatively related to turnover. Employee age and organizational performance are also found to moderate this relationship significantly. Explanations of results reveal relevance of a contextual paradigm in strategic human resource management and highlight prominence of HRS in this debate.

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  • Khilji, Shaista E. & Wang, Xiaoyun, 2007. "New evidence in an old debate: Investigating the relationship between HR satisfaction and turnover," International Business Review, Elsevier, vol. 16(3), pages 377-395, June.
    • Handle: RePEc:eee:iburev:v:16:y:2007:i:3:p:377-395
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    References listed on IDEAS

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    Cited by:

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    2. Hamdia Mudor, 2011. "Conceptual framework on the relationship between human resource management practices, job satisfaction, and turnover," Journal of Economics and Behavioral Studies, AMH International, vol. 2(2), pages 41-49.
    3. Nadeem Khalid & Munwar Hussain Pahi & Umair Ahmed, 2016. "Loosing Your Best Talent: Can Leadership Retain Employees? The Dilemma of the Banking Sector of Hyderabad Sindh, Pakistan: A Mediation Investigation," International Review of Management and Marketing, Econjournals, vol. 6(3), pages 608-616.
    4. Feza Tabassum Azmi, 2009. "Measuring HRM-Horizontal Fit: Scale Construction and Validation Using Structural Equation Modelling," Management and Labour Studies, XLRI Jamshedpur, School of Business Management & Human Resources, vol. 34(3), pages 329-350, August.
    5. Ludivine Martin & Uyen T. Nguyen-Thi & Caroline Mothe, 2021. "Human resource practices, perceived employability and turnover intention: does age matter?," Applied Economics, Taylor & Francis Journals, vol. 53(28), pages 3306-3320, June.
    6. Mustafa Kesen, 2016. "The Impact of Employee Training and Innovation on Turnover Intention: An Empirical Research," International Journal of Academic Research in Business and Social Sciences, Human Resource Management Academic Research Society, International Journal of Academic Research in Business and Social Sciences, vol. 6(1), pages 174-185, January.
    7. Ali Gholipour Soleimani & Hannaneh Einolahzadeh, 2017. "The mediating effect of leader–member exchange in relationship with emotional intelligence, job satisfaction, and turnover intention," Cogent Business & Management, Taylor & Francis Journals, vol. 4(1), pages 1419795-141, January.
    8. Van Thielen, Tine & Bauwens, Robin & Audenaert, Mieke & Van Waeyenberg, Thomas & Decramer, Adelien, 2018. "How to foster the well-being of police officers: The role of the employee performance management system," Evaluation and Program Planning, Elsevier, vol. 70(C), pages 90-98.
    9. Majida Jrad, 2020. "How Hr Practices Affect Organizational Commitment And Organizational Citizenship Behavior," Entrepreneurship, Faculty of Economics, SOUTH-WEST UNIVERSITY "NEOFIT RILSKI", BLAGOEVGRAD, vol. 8(2), pages 130-160.
    10. Cave, Adam H., 2014. "Analyzing Engagement Effects for Repatriate Retention," MPRA Paper 54052, University Library of Munich, Germany.

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