Bilge Uluslararası Sosyal Araştırmalar Dergisi

Yazarlar: Kübra MERTEL

Konular:İşletme

Anahtar Kelimeler:High involvement human resource management practices,Information sharing,Empowerment,Fair rewards,Job satisfaction,Turnover intention

Özet: In this article, three high involvement human resource management practices (i.e., empowerment, information sharing and fair rewards) are chosen to evaluate their effect on turnover intention and job satisfaction. In addition, the mediating role of job satisfaction in the relationship between high involvement human resource management practices and employees’ turnover intention is scrutinized. To this end, a cross-sectional descriptive survey was considered the most appropriate option. Data were collected from 82 employees who are working in five different companies operating in retail apparel industry, which have implemented or are implementing high involvement human resource management practices in their respective organizations. To evaluate hypothesized relationships, multiple regression analyses were used. Results showed that when high involvement human resource management practices considered independently, information sharing, empowerment, and fair rewards had significant impacts on turnover intention. On the other hand, when high involvement human resource management practices were considered as a whole, only fair rewards and empowerment influenced turnover intention. Mediation analysis results showed that job satisfaction acted as a perfect mediator in the relationship between empowerment and turnover intention.

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