The Effect of Human Resource Management Practice on Employee Turnover Intention in Mediating Role of Job Satisfaction in Case of Meher Fiber Products Factory
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Date
2022-06
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Addis Ababa University
Abstract
This study aimed to identify and evaluate the effect of human resource management practice on employee turnover intention in mediating role of job satisfaction in meher fiber products factory which is one private manufacturing factory in Ethiopia. The research data sources were both primary and secondary. The primary data collection was accomplished by questionnaire for quantitative data and interview for qualitative data collection from the sample of two hundred seventeen (217) respondents. Multiple regression test analysis was used to test the hypothesis and regression and correlation was applied to identify the effect of human resource management practice on employee turnover. Out of the total questionnaires were administered, of 197 were valid to be used representing a response rate of 91%. The application of regression process macro analysis showed that HRM practices including recruitment, training and incentives and job satisfaction have a significant negative effect on employee turnover intentions. In addition, there is a significant positive relationship between HRM practices and job satisfaction and job satisfaction efficiently mediates the negative relationship between HRM practices and employee turnover intentions. Thus, this study concluded that job satisfaction actually matters within the association between HRM practices and employee turnover intentions. The results from the analysis statistically indicates that leaders in various private manufacturing firms must develop a human resource strategy by which they can improve management practices to enhance employee job satisfaction, which will then reduce or have a negative effect on employee turnover intentions.
Keywords: HRM, Practices, Turnover Intention, Job Satisfaction