Strategic human resource management and employees' intention to leave: testing the moderated mediation

Abstract

PurposeThe purpose of this study is to examine the relationship between business strategies (i.e. cost reduction, quality enhancement and innovation strategy) and employees' intention to leave (ITL), through the mediating role of high-performance work system (HPWS). It also attempts to study variability in the relationship between business strategies, HPWS and employees' ITL on the basis of nature and ownership forms of the firms.Design/methodology/approachPrimary data based on 573 respondents from 192 organizations operating in India were analysed using structural equation modelling and conditional process modelling.FindingsThis study has revealed that HPWS mediates the relationship between business strategy (specifically innovation and quality-enhancement strategy) and employees' ITL. Findings further indicate that the mediated relationships between quality enhancement and innovation strategy, HPWS and ITL do not vary across nature and ownership forms of the firms.Practical implicationsIn context of dynamic business environments in developing countries, the findings provide some important insights in exploring the relevance of strategic human resource management in improving employees' behavioural intentions.Originality/valueBy applying a three dimensional business strategy system (innovation, quality and cost) and by exploring the relevance of several contextual factors, this study attempts to expand the focus of turnover research.

COVID-adjusted HR practices and employees' stress across continents: testing a moderated mediation model

“…Moreover, to intensely recognize the impact of CAHRP, a supplementary analysis was done. But, the inefficiency of individual CAHRP in satisfying the employees explained that HR practices collectively were able to produce synergy effect (Kundu et al. , 2020; Kundu and Gahlawat, 2016).…”

High-performance work systems and employee attitudes: evidence from Indian healthcare industry

“…This study offers certain implications for the healthcare managers and practitioners. Firstly, it is evident that HR practices create value for the organizations in various business contexts (Garg, 2019) and therefore developing HR competence by investing in Highperformance work systems HPWS consistent with the organizational strategy would advance the role of HR functions (Kundu et al, 2021). In this context, the development of HPWS in the healthcare organizations enhances improved patient outcomes (Kloutsiniotis and Mihail, 2017) and an increased focus on promoting HPWS with employee favourable practices at the operational level would help the managers understand and improve the ground reality in the highly stressful hospital environments.…”

Strategic human resource practices and new product development performance: the mediating role of intellectual capital

“…In this regard, Perez-Lopez et al (2005) show that high-performance human resource practices, including selective hiring, strategic training, contingent compensation and employees' participation in management decision-making, are related to business performance in Spanish companies. In addition, Kundu et al (2021), in a sample of 192 Indian organizations, measured high-performance work systems (HPWSs), along eight dimensions/HR practices, including extensive training, performance-based appraisal, rigorous recruitment and selection, compensation, empowerment, human resource planning, flexible work arrangements and self-managed teams. This study indicated that HPWSs mediate the relationship between business strategy and employees' intention to leave.…”