| Autor: |
Santhanam, Nivethitha, Anand, Vaijayanthee, Sekar, Srinivasan |
| Zdroj: |
International Journal of Enterprise Network Management; 2024, Vol. 15 Issue: 3 p330-348, 19p |
| Abstrakt: |
The purpose of this study is to examine the role of human resource practices (training and career development opportunities) in explaining employees' turnover intentions, as well as the interaction effects of organisational identification on this relationship. Data were gathered from 410 frontline employees working in India's four-and five-star hotels. The hypothesised relationships were tested using structural equation modelling. The findings indicate that employees' perceptions of human resource practices in their organisation have a significant impact on their intention to quit. Furthermore, the interaction of organisational identification with human resource practices significantly moderated the investigated relationship, with higher organisational identification decreasing the intention to leave. By emphasising the impact of organisational-level practices on individual-level outcomes, the study contributes to the academic discourse on human resource practices. The findings of the study also support the utility of aligning organisational goals and values with those of employees. |
| Databáze: |
Supplemental Index |
| Externí odkaz: |
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