“Searching for Gold” with Sustainable Human Resources Management and Internal Communication: Evaluating the Mediating Role of Employer Attractiveness for Explaining Turnover Intention and Performance

Abstract

Objective: The main objective of this study is to evaluate the impact of sustainable human resources management (SHRM) and internal communication (IC) on turnover intention (TI) and employee performance (PER) while assessing the mediating role of organizational attractiveness (AT) over these relationships. In this sense, this study intends to evaluate the effect of SHRM and IC on employee PER and TI, with AT acting as the mediator in a joint model of analysis. Methodology: To achieve the aforementioned purposes, a cross-sectional quantitative study was prepared using the Structural Equation Model (SEM). In total, 177 individuals participated in the study. Regarding gender, 62.4% were female. Participants came from all districts of Portugal and were aged from 21 years old to over 55 years old. Results: The main results show that both SHRM and IC are significantly correlated with AT, PER, and TI. Additionally, AT has a total mediation effect in the relationship between SHRM, PER, and TI and also between IC, PER, and TI. Practical implications: These results seem to support the need for organizations to invest in combined strategies and practices that aim to intertwine SHRM and IC towards the benefit of the worker. Both areas have been shown to have solid effects over PER and TI, as well as on the development of favorable worker perceptions that identify the organization as a good place to work. Practitioners should look at both SHRM and IC as valid ways of stimulating the quality of the worker–organization relationship. Incorporating these areas into common strategic planning and consecutive practices seems advisable regarding workers’ performance and employee retention.

Evaluating the Mediator Role of Organizational Identification in the Relationship between Symmetrical Internal Communication and Individual Performance of Hotel Employees

“…Therefore, this study is in line with other studies previously conducted that found a relationship between symmetric internal communication and organizational identification (Sun et al 2021;Yue et al 2021). It can also be found that adopting practices geared towards good internal communication can improve employee performance in the organization (Ahmed and Rafiq 2002;Latham et al 2002;Gomes et al 2021Gomes et al , 2023.…”

Determinants of Public Institutions Competitiveness: Case Study of the Republic of Moldova

“…The study results show that one of the key elements of organizational communication is ensuring that the employees are informed in due time in relation to the tasks that need to be completed, i.e., ensuring transparent institutional communication. The provision of information to employees in due time through internal channels contributes to a higher performance by employees (Gomes et al 2023). Polycarp (2022) showed a link between internal communication and employee performance.…”

“…Several researchers have looked into the link between internal communication and employee performance. The way in which an organization provides information to its employees and manages its internal communication channels may positively influence employee performance (Gomes et al 2023). Polycarp (2022) presented evidence on the existence of a positive relation between employee performance and internal communication.…”

Why Do Employees Show Pro-Environmental Behaviors? A Perspective of Environment Social Responsibility

“…Based on social identity theory, employees who identify their firms’ values, will modify their work values toward the firms’ values, which will form a green commitment. However, if employees cannot modify their work value to meet their firms’ values, they will leave their firms [ 26 , 27 , 28 , 29 ], which will not form a green commitment.…”