The impact of bundled high performance human resource practices on intention to leave

Abstract

Purpose – The purpose of this paper is to examine the mediating effect of emotional exhaustion (EE) in between bundled high-performance human resource practices (HPHRPs) and intention to leave (ITL) in the education sector. Design/methodology/approach – A survey questionnaire method was used to collect data from a sample of 514 teachers working in different professional colleges in Jammu and Kashmir (North India). Data were validated with CFA and SEM was used to test hypothesised relations. Findings – The results show that bundled HPHRPs have greater impact on EE and ITL as compared to individual HPHRPs. Further, the study also confirmed that EE partially mediates the bundled HPHRPs and ITL relationship. Research limitations/implications – Future research need to explore same relationships in different sectors with longitudinal data at the multi-level approach. Practical implications – Educational administration should focus on the bundled HPHRPs, which will benefit not only the teachers, but the students too. It should adopt relaxation techniques like mindfulness training approach, yoga and meditation. Further, to reduce their career-related confusions management should organise career awareness programmes. Originality/value – The results from this study explored new and untested mechanism, i.e. EE as mediator between bundled HPHRPs and ITL relationship in the professional degree colleges in India, has not been previously researched.

Perceived High-performance Work System and Employee Performance: Role of Self-efficacy and Learning Orientation

“…HR strategies, such as high-performance, high-commitment or high-involvement work practices, lead to better organizational performance 29 . The metaanalysis conducted by Subramony 30 revealed that bundled HRM practices focused towards empowerment, motivation and skill enhancement of employees that have a greater impact on business outcomes as compared to individual HR practices and the same has been reconfirmed by Jyoti et al 31 Further, Bowra et al 32 found positive relationship between HR practices and employees’ perceived performances. Boxall and Purcell 33 and Boxall et al (2011) demonstrated the centrality of employee attitudes in mediating the relationship between HPWS and individual performance.…”

“…Wood and Menezes 34 and Jensen et al 3 revealed that the negative outcomes like anxiety and overload get reduced by adequately empowering employees job control. Further, some studies have revealed that HPWS results in positive employee attitudes like job satisfaction 35,36 , organizational commitment 37 and organizational citizenship behaviour (Dizgah et al, 2011), but there are studies that revealed negative outcomes such as burnout 38 (Kroon et al, 2009), anxiety 106 , emotional exhaustion 31 and intention to leave 39 .…”

The impact of human resource management practices and career satisfaction on employee’s turnover intention

“…training systems provided by organizations) and career satisfaction, but the nature of the relationship is still under consideration and it has not been identified. On the other hand, Jyoti et al (2015) recommend that researchers should in the future explore more mediating variables between HRM practices and employees' turnover intention. Table 1 shows the research gab and the extent of the contribution of the current study in the literature related to these variables.…”

Talent Management as a Core Source of Innovation and Social Development in Higher Education

“…this assists in filling the gap between the current and planned performances of highly qualified employees [153][154][155][156]. It evaluates the current performance of talents to assist them in identifying their competency level and then developing their capabilities [125,130].…”