CONCEPTUAL FRAMEWORK ON THE RELATIONSHIP BETWEEN HUMAN RESOURCE MANAGEMENT PRACTICES, JOB SATISFACTION, AND TURNOVER

By Hamdia Mudor. 2011

275 citations recorded by the source corpus.

This paper attempts to propose a conceptual framework consisting of three human resources management (HRM) practice (supervision, job training, and pay practices), job satisfaction, and turnover, and to explain the relationships among these variables. Job satisfaction played an important role to employees’ turnover because it would lead employee resigned when their job satisfaction is low. The results indicate HRM practice a positively and significantly correlated with job satisfaction. On the other hand HRM practice and job satisfaction are negatively and significantly correlated with turnover. However, the results of HRM practice and job satisfaction are strong predictors of turnover.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/e0ef475d8c1e4c3884ac0dbe6b79b6887e6d3ec8

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1. M. Ijaz
2. Sardar Osama Bin Haseeb Abbasi
3. R. Waseem
4. A. Khan
5. Guohao Li
6. M. Ayaz
7. Shamim Akhtar
8. Shuja Iqbal

Citations in the corpus

• Impact of Training and Development of Employees on Employee Performance through Job Satisfaction: A Study of Telecom Sector of Pakistan (2016, background): “Job satisfaction is effected by the relationship between employees and supervisor, salary and working conditions Mudor and Tooksoon (2011) while timings of working hours and the feeling that employee are not valued, causes dissatisfaction (Shaikh et al., 2012).”
• Effects of Job Organizational Culture, Benefits, Salary on Job Satisfaction Ultimately Affecting Employee Retention (2017, background): “On the other hand, turnover can be considered as cost of running a business [5].”