The effectiveness of human resource management practices, work engagement and self-efficacy in minimizing talent turnover intention

Wejdan Eissa Alhajaj, Syed Zamberi Ahmad
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Abstract

Purpose

This study examines the impact of perceived human resource management practices on talent turnover intention, with work engagement mediating and self-efficacy moderating the relationship. It examines how employees' perceptions of pay satisfaction, empowerment, participation and communication are related to their turnover intentions.

Design/methodology/approach

A total of 283 valid questionnaires from UAE government employees were used for data analysis. Partial least squares structural equation modeling (PLS-SEM) was used to examine the proposed hypothesis.

Findings

The results reveal that employees' perceptions of pay satisfaction, empowerment, participation and communication are significant contributors to work engagement. The findings further demonstrate that work engagement significantly negatively affects talent turnover intention and acts as a mediator between employees' perceptions of individual human resource management practices and talent turnover intention. However, the results contradict the hypothesis that self-efficacy moderates the association between work engagement and talent turnover intention.

Originality/value

This study focuses on the impact of perceived human resource management practices on talent turnover intention, an area that has received limited attention in literature. By focusing on perceived human resource management practices, this study illuminates employees' subjective experiences and how they perceive human resource management practices intended to reduce talent turnover intention. The inclusion of the mediating effect of work engagement offers a more profound understanding of how employees' perceptions of human resource management practices influence their turnover intentions. This comprehensive approach to understanding the interplay between these variables provides valuable insights for organizations seeking to improve their human resource management practices and talent turnover intention.

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人力资源管理实践、工作参与度和自我效能对最大限度降低人才流失意向的影响
目的 本研究探讨了感知到的人力资源管理实践对人才离职意向的影响,其中工作投入是中介,自我效能是调节关系的因素。研究还探讨了员工对薪酬满意度、授权、参与和沟通的感知与其离职意向之间的关系。设计/方法/途径本研究共使用了 283 份来自阿联酋政府雇员的有效问卷进行数据分析。结果结果显示,员工对薪酬满意度、授权、参与和沟通的看法对工作投入度有显著的促进作用。研究结果进一步表明,工作投入度会对人才流失意向产生显著的负面影响,并在员工对个人人力资源管理实践的认知与人才流失意向之间起到中介作用。然而,研究结果与自我效能感调节工作投入与人才流失意向之间关系的假设相矛盾。 原创性/价值 本研究重点关注感知的人力资源管理实践对人才流失意向的影响,这一领域在文献中受到的关注有限。通过关注感知人力资源管理实践,本研究揭示了员工的主观体验以及他们如何感知旨在降低人才流失意向的人力资源管理实践。加入工作投入的中介效应,可以更深刻地理解员工对人力资源管理实践的感知如何影响他们的离职意向。这种全面理解这些变量之间相互作用的方法,为寻求改善人力资源管理实践和人才流失意向的组织提供了宝贵的见解。
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来源期刊
CiteScore
7.90
自引率
9.70%
发文量
87
期刊介绍: ■Organisational design and methods ■Performance management ■Performance measurement tools and techniques ■Process analysis, engineering and re-engineering ■Quality and business excellence management Articles can address these topics theoretically or empirically through either a descriptive or critical approach. The co-Editors support articles that significantly bring new knowledge to the area both for academics and practitioners. The material for publication in IJPPM should be written in a manner which makes it accessible to its entire wide-ranging readership. Submissions of highly technical or mathematically-oriented papers are discouraged.
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