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

Abstract

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.

The Impact of Human Resource Management Practices and Job Satisfaction on Employee Performance in the Ministry of Foreign Affairs of Kuwait

“…Azbari, Akbari & Chaijani. 2015;Aburumman, Salleh, Omar & Abadi, 2020;Fu & Deshpande, 2012;Zamanan et al, 2020).…”

“…Human resource management practices are defined as "a set of distinct but interrelated activities, functions, and processes that are directed at attracting, developing, and maintaining a firm's human resource" (Lado & Wilson, 1994, p. 701). Moreover, human resource management practices are a collection of methods, strategies, and philosophies that aim to intend to attract, develop, inspire and retain the employees, in order to ensure the effectiveness of employees and the work continuity of the organizations to achieve the strategic objectives to these organizations (Aburumman, Salleh, Omar & Abadi, 2020).…”

“…Job satisfaction is a pleasurable emotional state resulting from the appraisal of one's job as achieving or facilitating the achievement of one's job values (Locke, 1969). Many organizations focus more attention on measuring the career satisfaction level of staff in trying to predict primary behaviors of employees, namely job performance, leaving a job, or stopping work (Salleh et al, 2020;Swider, Boswell & Zimmerman, 2011). Surveys conducted also show that treating employees with respect, providing regular employee recognition, empowering employees, offering above industry-average benefits, compensation, job security, the opportunity for advancement, comfortable working conditions, good personal relations with colleagues and supervisors, achievement and promotion are some of the factors that lead to employee satisfaction (Aburumman, Salleh, Omar & Abadi, 2020;Nazir, 1998;Fu & Deshpande, 2012;Zamanan et al, 2020).…”

https://jusst.org/the-effect-of-strategic-management-on-organizational-performance-the-mediating-role-of-knowledge-sharingin-private-universities-in-kuwait/

“…Knowledge sharing refers not only to codified information, such as product specifications but also beliefs and experiences. From this perspective, the creation, management, and sharing of knowledge is a matter of mastering renewal and change in all activities within an organization or within a network of organizations (Kanaan & Gharibeh, 2013;Aburumman, Salleh, Omar & Abadi, 2020). The idea of knowledge sharing as one of the most important parts of knowledge management refers to the disclosure of information and experiences in order to contribute to the continuity of knowledge within the organization so that mutual trust is created among the employees on the one hand and they are ready to communicate, consult and exchange information on the other hand (Goh & Sandhu, 2013).…”

Human Resources Management Effectiveness and the Role of Quality Management: Empirical Study in Jordanian Pharmaceutical Companies

“…While different organizations pray for variables, they all have one specific method, which is Quality Management (QM). Researchers have different definitions of QM, but everyone accepts that it can increase the quality of goods and services based on proper QM implementation, enhance the level of efficiency of the Company, and minimize costs, thereby increasing the competitive advantage of the Company on the global market (Aburumman, Salleh, Omar, and Abadi, 2020).…”