HR practices and turnover intention: the mediating roles of organizational commitment and organizational engagement in a selected region in Malaysia

248 citations recorded by the source corpus.

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

The impact of human resource management practices and career satisfaction on employee’s turnover intention (2020, background): “In addition, management will outlay more costs in the attracting and training of new employees due to the high employees’ turnover rate (Juhdi et al., 2013).”
Corporate Social Responsibility, Employee–Company Identification, and Organizational Commitment: Mediation by Employee Engagement (2015, unknown): “Studies thereafter consist of exploring (Francis et al. 2013; Gupta et al. 2015; Jenkins and Delbridge 2013; Truss et al. 2011) and testing (Cabrera et al. 2006; Juhdi et al. 2013; Salanova and Schaufeli 2008) EE in a variety of contexts.”
Human resource practices and organizational commitment: The mediating role of job satisfaction in emerging economy (2019, background): “Khuong and Vu (2014) suggested that employees who feel good about their workplace are more likely to work more passionately and appreciate the work environment when contrasted with the individuals who feel otherwise.”
Definitional and Conceptual Muddling: Identifying the Positionality of Employee Engagement and Defining the Construct (2017, methodology): “In parallel, each of the organizational engagement studies we located described organizational engagement as a state-based framework (Esen, 2012; Juhdi et al., 2013; Mahon et al., 2014), and in two out of three studies, organizational engagement was characterized as an active pull (Esen, 2012; Juhdi”