Examining the linkages between relationship conflict, performance and turnover intentions

By R. Shaukat, A. Yousaf, Karin Sanders. 2017

128 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/9aaa9d1c338d4a5964133fc19f2d91cfb73324d4

How researchers see this paper

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

In Gender Studies

1. M. Abadi
2. O. Aburumman
3. A. Salleh
4. K. Omar

In Organizational Behavior and Human Resource Management

1. M. Abadi
2. O. Aburumman
3. A. Salleh
4. K. Omar

In Social Psychology

1. M. Abadi
2. O. Aburumman
3. A. Salleh
4. K. Omar

Citations in the corpus

• The impact of human resource management practices and career satisfaction on employee’s turnover intention (2020, background): “High compensation systems and fair performance appraisal systems are the most important HRM practices associated with employee turnover intention, because they are the main driver of employees’ intention to stay or leave the work (Rubel & Kee, 2015; Shaukat et al., 2017; Dechawatanapaisal, 2018).”