The link between perceived human resource practices, perceived organisational support and employee engagement: A mediation model for turnover intention
Orientation: Effective human resource practices (HRP) that include recruitment, orientation, training, career development, compensation and industrial relations that suit the needs of employees can improve the psychological aspects of organisational support and employee engagement (EE) that have an...
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| Format: | Article |
| Language: | English |
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AOSIS
2022-04-01
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| Series: | SA Journal of Human Resource Management |
| Subjects: | |
| Online Access: | https://sajhrm.co.za/index.php/sajhrm/article/view/1802 |
| _version_ | 1811306222595342336 |
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| author | Alex Winarno Arif P. Prasetio Buchruddin S. Luturlean Shinta K. Wardhani |
| author_facet | Alex Winarno Arif P. Prasetio Buchruddin S. Luturlean Shinta K. Wardhani |
| author_sort | Alex Winarno |
| collection | DOAJ |
| description | Orientation: Effective human resource practices (HRP) that include recruitment, orientation, training, career development, compensation and industrial relations that suit the needs of employees can improve the psychological aspects of organisational support and employee engagement (EE) that have an impact on minimising employees’ turnover intention (TI).
Research purpose: To analyse the effect of human resources practices, perceived organisational support and EE in minimising employees’ TI in a state-owned transportation company.
Motivation for the study: This study provides an in-depth analysis of factors affecting employees’ intention to leave and recommends solutions to develop a conductive, productive working atmosphere. Identifying the employee’s intention to leave is important in controlling turnover.
Research approach/design and method: The study was conducted based on the social exchange theory. The researcher used a nonprobability, convenience sampling method and distributed 450 questionnaires to respondents with the help of the HR department. About 377 questionnaires were returned and met the criteria for data processing. The study uses a quantitative approach; data processing uses SEM procedures.
Main findings: This research found that effective HRP in accordance with the needs of employees have a direct and significant influence on the increased perceived organisational support and EE. However, HRP was found not to affect TI. Further analysis shows that perceived organisational support and EE simultaneously act as mediating variables that link HRP and TI.
Practical/managerial implications: The positive behaviour of employees can be developed through the company’s effort of establishing a conducive, supportive work environment for employees.
Contribution/value-add: Studies related to work behaviour in State-owned Enterprise (SOEs) are important so that human resource leaders or managers and other policymakers have a broader point of view when putting together HR programmes, considering that they have a big impact on employees and enterprises. However, cross-sectional data collection makes the generalisation rate of the findings should be carefully observed. |
| first_indexed | 2024-04-13T08:40:35Z |
| format | Article |
| id | doaj.art-f5df04635bab43829ec9f97b7fded2c0 |
| institution | Directory Open Access Journal |
| issn | 1683-7584 2071-078X |
| language | English |
| last_indexed | 2024-04-13T08:40:35Z |
| publishDate | 2022-04-01 |
| publisher | AOSIS |
| record_format | Article |
| series | SA Journal of Human Resource Management |
| spelling | doaj.art-f5df04635bab43829ec9f97b7fded2c02022-12-22T02:53:55ZengAOSISSA Journal of Human Resource Management1683-75842071-078X2022-04-01200e1e710.4102/sajhrm.v20i0.1802655The link between perceived human resource practices, perceived organisational support and employee engagement: A mediation model for turnover intentionAlex Winarno0Arif P. Prasetio1Buchruddin S. Luturlean2Shinta K. Wardhani3Department of Business Administration, Faculty Communication and Business, Telkom University, Bandung,Department of Business Management Telecommunication and Information, Faculty of Economy and Business, Universitas Telkom, BandungDepartment of Business Administration, Faculty Communication and Business, Telkom University, BandungDepartment of Business Management Telecommunication and Information, Faculty of Economy and Business, Universitas Telkom, BandunOrientation: Effective human resource practices (HRP) that include recruitment, orientation, training, career development, compensation and industrial relations that suit the needs of employees can improve the psychological aspects of organisational support and employee engagement (EE) that have an impact on minimising employees’ turnover intention (TI). Research purpose: To analyse the effect of human resources practices, perceived organisational support and EE in minimising employees’ TI in a state-owned transportation company. Motivation for the study: This study provides an in-depth analysis of factors affecting employees’ intention to leave and recommends solutions to develop a conductive, productive working atmosphere. Identifying the employee’s intention to leave is important in controlling turnover. Research approach/design and method: The study was conducted based on the social exchange theory. The researcher used a nonprobability, convenience sampling method and distributed 450 questionnaires to respondents with the help of the HR department. About 377 questionnaires were returned and met the criteria for data processing. The study uses a quantitative approach; data processing uses SEM procedures. Main findings: This research found that effective HRP in accordance with the needs of employees have a direct and significant influence on the increased perceived organisational support and EE. However, HRP was found not to affect TI. Further analysis shows that perceived organisational support and EE simultaneously act as mediating variables that link HRP and TI. Practical/managerial implications: The positive behaviour of employees can be developed through the company’s effort of establishing a conducive, supportive work environment for employees. Contribution/value-add: Studies related to work behaviour in State-owned Enterprise (SOEs) are important so that human resource leaders or managers and other policymakers have a broader point of view when putting together HR programmes, considering that they have a big impact on employees and enterprises. However, cross-sectional data collection makes the generalisation rate of the findings should be carefully observed.https://sajhrm.co.za/index.php/sajhrm/article/view/1802hr practicesperceived organisation supportemployee engagementturnover intentionstate-owned enterprise |
| spellingShingle | Alex Winarno Arif P. Prasetio Buchruddin S. Luturlean Shinta K. Wardhani The link between perceived human resource practices, perceived organisational support and employee engagement: A mediation model for turnover intention SA Journal of Human Resource Management hr practices perceived organisation support employee engagement turnover intention state-owned enterprise |
| title | The link between perceived human resource practices, perceived organisational support and employee engagement: A mediation model for turnover intention |
| title_full | The link between perceived human resource practices, perceived organisational support and employee engagement: A mediation model for turnover intention |
| title_fullStr | The link between perceived human resource practices, perceived organisational support and employee engagement: A mediation model for turnover intention |
| title_full_unstemmed | The link between perceived human resource practices, perceived organisational support and employee engagement: A mediation model for turnover intention |
| title_short | The link between perceived human resource practices, perceived organisational support and employee engagement: A mediation model for turnover intention |
| title_sort | link between perceived human resource practices perceived organisational support and employee engagement a mediation model for turnover intention |
| topic | hr practices perceived organisation support employee engagement turnover intention state-owned enterprise |
| url | https://sajhrm.co.za/index.php/sajhrm/article/view/1802 |
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