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首页> 外文期刊>The international journal of human resource management >HR practices and turnover intention: The mediating roles of organizational commitment and organizational engagement in a selected region in Malaysia
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HR practices and turnover intention: The mediating roles of organizational commitment and organizational engagement in a selected region in Malaysia

机译：人力资源实践和离职意图：马来西亚选定区域中组织承诺和组织参与的中介作用

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摘要

This study examined the mediating effects of organizational commitment (OC) and organizational engagement (OE) on the relationship between human resource (HR) practices (career management, performance appraisal, compensation, person-job fit and job control) and turnover intention. A total of 457 employees working in various sectors in a selected region in Malaysia participated in this study. It was found that all the variables used to measure HR practices have significant effects on OC and OE. However, multiple regression analyses indicated that career management and job control did not have any significant influence on turnover intention. OC and OE were discovered to give partial mediating effects on the relationship between HR practices and turnover intention.
机译：这项研究检查了组织承诺（OC）和组织参与（OE）对人力资源（HR）做法（职业管理，绩效评估，薪酬，人员职位和工作控制）与离职意向之间关系的中介作用。马来西亚选定地区共有457名在不同领域工作的员工参加了这项研究。结果发现，用于衡量人力资源实践的所有变量对OC和OE都有显着影响。但是，多元回归分析表明，职业管理和工作控制对离职意向没有显着影响。发现OC和OE对人力资源实践与离职意图之间的关系具有部分中介作用。

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