Theorizing a Boundary Condition of the Relationship between Human Resource Management Practices and Turnover Intention: A Proposed Model
Keywords:HRM practices, Organizational politics, Turnover intention, Social exchange theory, Proposed model
AbstractFollowing a comprehensive review of the existant literature on human resource management (HRM) and organizational behavior, this paper proposes a conceptual model that highlights the role of contextual factor in affecting HRM practices-turnover intention relationships. More specifically, we propose that perceived organizational politics may play a moderating role between HRM practices and employees’ turnover intention. Propositions and directions for future research on employees’ turnover decisions are also offered.
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