Do organizational commitment and perceived discrimination matter? Effect of SR-HRM characteristics on employee's turnover intentions
This study objectifies the linkage of Socially Responsible Human Resource Management (SRHRM) and turnover intentions of employees and/or staff. This is followed by measuring the mediating effects of perceived discrimination as well as organizational commitment on the afore-mentioned relationship. In...
| Main Authors: | , |
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| Format: | Article |
| Language: | English |
| Published: |
Growing Science
2019-04-01
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| Series: | Management Science Letters |
| Subjects: | |
| Online Access: | http://www.growingscience.com/msl/Vol9/msl_2019_84.pdf |
| _version_ | 1818276005374066688 |
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| author | Nancy Qablan Panteha Farmanesh |
| author_facet | Nancy Qablan Panteha Farmanesh |
| author_sort | Nancy Qablan |
| collection | DOAJ |
| description | This study objectifies the linkage of Socially Responsible Human Resource Management (SRHRM) and turnover intentions of employees and/or staff. This is followed by measuring the mediating effects of perceived discrimination as well as organizational commitment on the afore-mentioned relationship. In this research, a sample of 310 employees were selected from 5 different hotels (5-star) located in Kyrenia, North Cyprus. Comparative studies have shown results that indicates a positive, and direct relationship between the two major variables of this study. The results of this research are in consensus with previous measures conducted upon the matter. According to the findings of this study SRHRM practices can decrease the intention of employees for quitting their jobs. In addition, organizational commitment affects their perception towards the organization, which in turn will lead in a lower level of turnover intentions. Perceived discrimination has been found to have effects on employees’ commitment and performance. The lower the level of discrimination, and the higher level of proper SR-HRM practices and their implementation, the more commitment is engaged from the employees and the less intention towards leaving their job is apparent. |
| first_indexed | 2024-12-12T22:38:46Z |
| format | Article |
| id | doaj.art-747df01fadde46c69bf1256d2c79f2e9 |
| institution | Directory Open Access Journal |
| issn | 1923-9335 1923-9343 |
| language | English |
| last_indexed | 2024-12-12T22:38:46Z |
| publishDate | 2019-04-01 |
| publisher | Growing Science |
| record_format | Article |
| series | Management Science Letters |
| spelling | doaj.art-747df01fadde46c69bf1256d2c79f2e92022-12-22T00:09:23ZengGrowing ScienceManagement Science Letters1923-93351923-93432019-04-01971105111810.5267/j.msl.2019.3.014Do organizational commitment and perceived discrimination matter? Effect of SR-HRM characteristics on employee's turnover intentionsNancy QablanPanteha FarmaneshThis study objectifies the linkage of Socially Responsible Human Resource Management (SRHRM) and turnover intentions of employees and/or staff. This is followed by measuring the mediating effects of perceived discrimination as well as organizational commitment on the afore-mentioned relationship. In this research, a sample of 310 employees were selected from 5 different hotels (5-star) located in Kyrenia, North Cyprus. Comparative studies have shown results that indicates a positive, and direct relationship between the two major variables of this study. The results of this research are in consensus with previous measures conducted upon the matter. According to the findings of this study SRHRM practices can decrease the intention of employees for quitting their jobs. In addition, organizational commitment affects their perception towards the organization, which in turn will lead in a lower level of turnover intentions. Perceived discrimination has been found to have effects on employees’ commitment and performance. The lower the level of discrimination, and the higher level of proper SR-HRM practices and their implementation, the more commitment is engaged from the employees and the less intention towards leaving their job is apparent.http://www.growingscience.com/msl/Vol9/msl_2019_84.pdfSRHRMPerceived DiscriminationOrganizational CommitmentTurnover intentionsKyrenia |
| spellingShingle | Nancy Qablan Panteha Farmanesh Do organizational commitment and perceived discrimination matter? Effect of SR-HRM characteristics on employee's turnover intentions Management Science Letters SRHRM Perceived Discrimination Organizational Commitment Turnover intentions Kyrenia |
| title | Do organizational commitment and perceived discrimination matter? Effect of SR-HRM characteristics on employee's turnover intentions |
| title_full | Do organizational commitment and perceived discrimination matter? Effect of SR-HRM characteristics on employee's turnover intentions |
| title_fullStr | Do organizational commitment and perceived discrimination matter? Effect of SR-HRM characteristics on employee's turnover intentions |
| title_full_unstemmed | Do organizational commitment and perceived discrimination matter? Effect of SR-HRM characteristics on employee's turnover intentions |
| title_short | Do organizational commitment and perceived discrimination matter? Effect of SR-HRM characteristics on employee's turnover intentions |
| title_sort | do organizational commitment and perceived discrimination matter effect of sr hrm characteristics on employee s turnover intentions |
| topic | SRHRM Perceived Discrimination Organizational Commitment Turnover intentions Kyrenia |
| url | http://www.growingscience.com/msl/Vol9/msl_2019_84.pdf |
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