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Mediating Role of Affective Commitment in HRM Practices and Turnover Intention Relationship: A Study in a Developing Context

Author

Listed:
  • Joarder, Mohd H. R. ,

    (College of Business, Universiti Utara Malaysia)

  • Sharif,, Mohmad Yazam

    (College of Business, Universiti Utara Malaysia)

  • Ahmmed, Kawsar

    (College of Business, Universiti Utara Malaysia)

Abstract

The present study was designed to examine the dimensions of HRM practices that may cause faculty turnover decision among the private university faculty members in Bangladesh. The role of affective commitment as the mediator in the proposed relationship was also investigated. A total of 317 faculty members of the private universities participated, completed and returned the questionnaire which represented 57% response rate of the study. Multiple regression analyses were used to test the hypotheses of the study. The results of the study revealed that out of six HRM practices used in this study three were found highly significant and negatively related to turnover intention. The study also found that affective commitment mediates the proposed relationship between HRM practices and turnover intention. Limitations and suggestions for future research are forwarded.

Suggested Citation

  • Joarder, Mohd H. R. , & Sharif,, Mohmad Yazam & Ahmmed, Kawsar, 2011. "Mediating Role of Affective Commitment in HRM Practices and Turnover Intention Relationship: A Study in a Developing Context," Business and Economics Research Journal, Uludag University, Faculty of Economics and Administrative Sciences, vol. 2(4), pages 135-135, October.
    • Handle: RePEc:ris:buecrj:0069
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    Citations

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    Cited by:

    1. Li, Xiaowei & Guo, Yuanfang & Zhou, Siyu, 2021. "Chinese preschool teachers’ income, work-family conflict, organizational commitment, and turnover intention: A serial mediation model," Children and Youth Services Review, Elsevier, vol. 128(C).
    2. Juan Yang & Bo Pu & Zhenzhong Guan, 2019. "Entrepreneurial Leadership and Turnover Intention of Employees: The Role of Affective Commitment and Person-job Fit," IJERPH, MDPI, vol. 16(13), pages 1-17, July.
    3. Abdussalaam Iyanda Ismail & Abdul Halim Abdul Majid & Mohammed Jibrin-Bida & Mohd Hasanur Raihan Joarder, 2021. "Moderating Effect of Management Support on the Relationship Between HR Practices and Employee Performance in Nigeria," Global Business Review, International Management Institute, vol. 22(1), pages 132-150, February.
    4. Bader Obeidat & Safa Al-Sarayrah & Ali Tarhini & Rand Hani Al-Dmour & Zahran Al-Salti & Rateb Sweis, 2016. "Cultural Influence on Strategic Human Resource Management Practices: A Jordanian Case Study," International Business Research, Canadian Center of Science and Education, vol. 9(10), pages 94-114, October.
    5. Preeti Tarkar & Somesh Dhamija & Pawan Singh, 2019. "A Mediation Effect of Job Satisfaction and Affective Commitment in Relationship Between Passion and Work Intentions after Retirement," Vision, , vol. 23(2), pages 197-207, June.
    6. Juan Yang & Bo Pu & Zhenzhong Guan, 2019. "Entrepreneurial Leadership and Turnover Intention in Startups: Mediating Roles of Employees’ Job Embeddedness, Job Satisfaction and Affective Commitment," Sustainability, MDPI, vol. 11(4), pages 1-15, February.
    7. Niken Widiastutik & Mintarti Rahayu & Himmiyatul Amanah Jiwa Juwita, 2022. "Effect of remuneration and job rotation on employee performance with job satisfaction as a mediation variable," International Journal of Research in Business and Social Science (2147-4478), Center for the Strategic Studies in Business and Finance, vol. 11(6), pages 175-183, September.
    8. Nadia Newaz Rimi, 2013. "High Commitment Human Resource Management Practices and Employee Outcomes, HR Attribution Theory and a Proposed Model in the Context of Bangladesh," Information Management and Business Review, AMH International, vol. 5(11), pages 538-546.

    More about this item

    Keywords

    HRM practices; Affective commitment; Turnover intention; Private Universities in Bangladesh.;
    All these keywords.

    JEL classification:

    • C12 - Mathematical and Quantitative Methods - - Econometric and Statistical Methods and Methodology: General - - - Hypothesis Testing: General
    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation
    • M54 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Labor Management

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