Banks in Jordan are facing a crisis related to their employees, where it has recently become clear that employees are leaving their jobs in increasing numbers. Thus, this study examined the impact of the human resources management (HRM) practices (compensation, performance appraisal, promotion, and training & development) on employee's turnover intention and the mediating role of career satisfaction. The survey questionnaire was gathered from 394 employees located in 25 banks in Jordan. The study used PLS-SEM to get the results and examine the hypotheses. The findings indicate that HRM practices (compensation, performance appraisal, promotion, and training & development) negatively impact employees' turnover intention, and career satisfaction partially mediated the relationship between HRM practices (compensation, performance appraisal, promotion, and training & development) and employee's turnover intention. The study recommends that banks in Jordan provide a high compensation, fair performance appraisal, fast promotion systems, sufficient training & development program and high level of career satisfaction to maintain the human element and reduce the employees' turnover intention. Future studies may include other practices such as employee empowerment, teamwork, employment security information sharing, and job description.

This study aims to examine the impact of career planning and career satisfaction on employees' turnover intention and the mediating role of career satisfaction from the perspective of banks employees' in the Jordanian capital Amman. The survey questionnaire was gathered from 412 employees located in 25 banks in the Jordanian capital Amman. The study used the software SmartPLS (version 3.2.8) to test the study hypotheses. The findings indicate that career planning and career satisfaction negatively impact employees' turnover intention, and career satisfaction partially mediated the relationship between career planning and employees' turnover intention. Additionally, this study aims to evaluate previous items that were developed by Gould (1979) to measure career planning, using focus group interview for six managers of the human resource department in the Jordanian banks' sector. According to the results of the interview, some items were reformulated and three new items were created. Future studies may include expansion of this model by adding variables related to organizational behaviours such as individual career management or career adaptation.

In the contemporary hotel industry of Terengganu where tourists’ arrivals and competition among firms are encouraging, employees and hotel community are expected to work and upgrade their services which is up to the customers’ expectation. In order to improve customer service, effective leaders could build a culture of trust within their organization and constantly motivating employees to better handle job stress. The employees in hotel industry who need to deal with long working hours, trouble customer, and troubled relationship with supervisor could potentially develop job stress at the workplace. Responding to this issue that requires precise understanding, the objectives of this study are to examine which style of leadership (transformational, transactional and laissez faire) that have significant relationship towards employee turnover intention and to determine stress as a mediator role between leadership and employee turnover intention. A sample of 225 hotel employees from all level of positions of Terengganu hotels was gathered and results of the study showed several significant findings. The most important finding is the significant negative influences of transactional leadership style on employee turnover intention has been found and partial mediation was established when job stress was included. The findings therefore will help to address that the effect of transactional leadership (TL) on employee turnover is increased upon the addition of stress as mediator where subsequently, effective leader could negatively reduce stress and employee turnover intention in hotel industry.

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Tourism industry in Malaysia had become very crucial and important in the era of globalization in the 21 st century. In Malaysia, tourism is the second largest contributor to the economy after the manufacturing sector. In 2008, the numbers of tourists recorded 22.05 million and tourism had contributed RM49.6 billion (USD13.4 billion) in revenue. Apart from that the total receipts of RM6.3 million had contributed by the homestay program through 68,416 domestic visitors and 23,117 foreign visitors. Therefore the main objective of this study is to identify the predictive determinant of quality of life, government role and attitude that influenced the general well-being amongst the homestay participant. A total of 306 samples was taken from the Homestay Program participants and the data was processed and analyzed using the Statistical Package for Social Science (SPSS). Among the analysis is a reliability test, descriptive and inferential analysis. The growth of the home stay program has provided huge opportunities for the human development. These include positive impact to the rural socioeconomic development, social capital development, as well as increase the quality of life among participants in the homestay program.