How to cite this paper
Aburumman, O., Salleh, A., Omar, K & Abadi, M. (2020). The impact of human resource management practices and career satisfaction on employee’s turnover intention.Management Science Letters , 10(3), 641-652.
Refrences
Ahmed, N. O. A. (2017). Career commitment: the role of self-efficacy, career satisfaction and organizational commit-ment. World Journal of Entrepreneurship, Management and Sustainable Development, (just-accepted), 00-00.
Al-Abbadi, L. H. M. (2018). Impact of Human Resources Management Practices on Organizational Commitment of the Employees of Commercial Banks in Jordan. Global Journal of Management and Business Research, 18(4),11-21.
Al-Abdullat, B. M., & Dababneh, A. (2018). The mediating effect of job satisfaction on the relationship between organiza-tional culture and knowledge management in Jordanian banking sector. Benchmarking: An International Jour-nal, 25(2), 517-544.
Alkalha, Z., Al-Zu’bi, Z., Al-Dmour, H., Alshurideh, M., & Masa'deh, R. (2012). Investigating the effects of human re-source policies on organizational performance: An empirical study on commercial banks operating in Jor-dan. European Journal of Economics, Finance and Administrative Sciences, 51(1), 44-64.
Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of management, 29(1), 99-118.
Al-Quraan, A. B. (2016). Impact of Transformational Leadership on Organizational Commitment: Case Study at Jordan Ahli Bank. European Journal of Business and Management, 8(31),145-156.
Arshadi, N., & Damiri, H. (2013). The relationship of job stress with turnover intention and job performance: Moderating role of OBSE. Procedia-Social and Behavioral Sciences, 84, 706-710.
Association of Banks in Jordan. (2017). Annual Report. Retrieved January 23, 2019, from http://abj.org.jo/ar-jo/Annual-Reports-ar-JO.
BaniMelhem, H., Elanain, H. M. A., & Hussain, M. (2018). Impact of Human Resource Management Practices on Em-ployees' Turnover Intention in United Arab Emirates (UAE) Health Care Services. International Journal of Infor-mation Systems in the Service Sector (IJISSS), 10(4), 21-41.
Blau, P. M. (1964). Exchange and power in social life. New York: John Wiley and Sons.
Blom, R., Kruyen, P. M., Van der Heijden, B. I., & Van Thiel, S. (2018). One HRM fits all? A meta-analysis of the effects of HRM practices in the public, semipublic, and private sector. Review of Public Personnel Administration,1-33.
Busari, A. H., Mughal, Y. H., Khan, S. N., Rasool, S., & Kiyani, A. A. (2017). Analytical cognitive style moderation on promotion and turnover intention. Journal of Management Development, 36(3), 438-464.
Chan, S. H. J., & Mai, X. (2015). The relation of career adaptability to satisfaction and turnover intentions. Journal of Vo-cational Behavior, 89, 130-139.
Chan, S. H., Mai, X., Kuok, O. M., & Kong, S. H. (2016). The influence of satisfaction and promotability on the relation between career adaptability and turnover intentions. Journal of Vocational Behavior, 92, 167-175.
Chen, H., Li, G., Li, M., Lyu, L., & Zhang, T. (2018). A cross-sectional study on nurse turnover intention and influencing factors in Jiangsu Province, China. International Journal of Nursing Sciences, 5(4), 396-402.
Chin, W. W. (1998). The partial least squares approach to structural equation modeling. Modern Methods for Business Re-search, 295(2), 295-336.
Creswell, J. W. (2012). Educational research: Planning, conducting, and evaluating quantitative and qualitative research (4th ed.). Boston, MA: Pearson Education
Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of manage-ment, 31(6), 874-900.
Dechawatanapaisal, D. (2018). Examining the relationships between HR practices, organizational job embeddedness, job satisfaction, and quit intention: Evidence from Thai accountants. Asia-Pacific Journal of Business Administra-tion, 10(2/3), 130-148.
Direnzo, M., & Greenhaus, J. H. (2011). Job search and voluntary turnover in a boundaryless world: A control theory per-spective. Academy of Management Review, 36(3), 567-589.
Duarte, A. P., Gomes, D., & Neves, J. (2015). Satisfaction with human resource management practices and turnover inten-tion in a five-star hotel: The mediating role of perceived organizational support. Dos Algarves: A Multidisciplinary e-Journal, (25), 103-123.
Egan, T. M., Yang, B., & Bartlett, K. R. (2004). The effects of organizational learning culture and job satisfaction on mo-tivation to transfer learning and turnover intention. Human Resource Development Quarterly, 15(3), 279-301.
Gadi, P. D., & Kee, D. H. M. (2018). Human Resource Management Practices and Turnover Intention: The Mediating Role of Perceived Organizational Support in Tertiary Institutions in Nigeria. International Journal of Engineering & Tech-nology, 7(3.25), 715-722.
Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of race on organizational experiences, job perfor-mance evaluations and career outcomes. Academy of Management Journal, 33(1), 64–86.
Guan, Y., Jiang, P., Wang, Z., Mo, Z., & Zhu, F. (2017). Self-referent and other-referent career successes, career satisfac-tion, and turnover intention among Chinese employees: The role of achievement motivation. Journal of Career Devel-opment, 44(5), 379-393.
Guan, Y., Wen, Y., Chen, S. X., Liu, H., Si, W., Liu, Y., ... & Dong, Z. (2014). When do salary and job level predict career satisfaction and turnover intention among Chinese managers? The role of perceived organizational career management and career anchor. European Journal of Work and Organizational Psychology, 23(4), 596-607.
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis, a global perspective: New Jersey. Pearson. Ed 7.
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2017). A Primer on Partial Least Squares Structural Equation Modeling. 2nd Ed. Thousand Oaks: Sage Publications.
Hancock, J. I., Allen, D. G., Bosco, F. A., McDaniel, K. R., & Pierce, C. A. (2013). Meta-analytic review of employee turnover as a predictor of firm performance. Journal of Management, 39(3), 573-603.
Hassan, M., Hassan, S., Khan, M. F. A., & Iqbal, A. (2013). Impact of HR practices on employee satisfaction and employ-ee loyalty: An empirical study of government owned public sector banks of Pakistan. Middle-East Journal of Scientific Research, 16(1), 01-08.
Hee, O. C., Cheng, T. Y., Yaw, C. C., Gee, W. V., Kamaludin, S. M., & Prabhagaran, J. R. (2016). The Influence of Human Resource Management Practices on Career Satisfaction: Evidence from Malaysia. International Review of Manage-ment and Marketing, 6(3), 517-521.
Henseler, J., Hubona, G., & Ray, P. A. (2016). Using PLS path modeling in new technology research: updated guidelines. Industrial Management & Data Systems, 116(1), 2-20.
Hiltrop, J. M. (1996). A framework for diagnosing human resource management practices. European Management Jour-nal, 14(3), 243-254.
Howell, L. P., Elsbach, K. D., & Villablanca, A. C. (2016). The role of compensation criteria to minimize face-time bias and support faculty career flexibility: an approach to enhance career satisfaction in academic pathology. Academic pa-thology, 3, 1-9.
Huang, W. R., & Su, C. H. (2016). The mediating role of job satisfaction in the relationship between job training satisfac-tion and turnover intentions. Industrial and Commercial Training, 48(1), 42-52.
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate fi-nancial performance. Academy of Management Journal, 38(3), 635-672.
Joo, B. K., & Park, S. (2010). Career satisfaction, organizational commitment, and turnover intention: The effects of goal orientation, organizational learning culture and developmental feedback. Leadership & Organization Development Journal, 31(6), 482-500.
Judge, T. A., Cable, D. M., Boudreau, J. W., & Bretz Jr, R. D. (1995). An empirical investigation of the predictors of ex-ecutive career success. Personnel psychology, 48(3), 485-519.
Judge, T. A., & Kammeyer-Mueller, J. D. (2007). Personality and career success. Handbook of career studies, 59-78.
Juhdi, N., Pa'wan, F., & Hansaram, R. M. K. (2013). HR practices and turnover intention: the mediating roles of organiza-tional commitment and organizational engagement in a selected region in Malaysia. The International Journal of Hu-man Resource Management, 24(15), 3002-3019.
Jung, Y., & Takeuchi, N. (2018). A lifespan perspective for understanding career self-management and satisfaction: The role of developmental human resource practices and organizational support. Human Relations, 71(1), 73-102.
Jyoti, J., Rani, R., & Gandotra, R. (2015). The impact of bundled high performance human resource practices on intention to leave: Mediating role of emotional exhaustion. International Journal of Educational Management, 29(4), 431-460.
Kang, H. J., Gatling, A., & Kim, J. (2015). The impact of supervisory support on organizational commitment, career satis-faction, and turnover intention for hospitality frontline employees. Journal of Human Resources in Hospitality & Tour-ism, 14(1), 68-89.
Karatepe, O. M. (2012). Perceived organizational support, career satisfaction, and performance outcomes: a study of hotel employees in Cameroon. International Journal of Contemporary Hospitality Management, 24(5), 735-752.
Karatepe, O. M., & Vatankhah, S. (2015). High-performance work practices, career satisfaction, and service recovery per-formance: a study of flight attendants. Tourism Review, 70(1), 56-71.
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Kim, S. (2012). The impact of human resource management on state government IT employee turnover intentions. Public Personnel Management, 41(2), 257-279.
Kong, H., Cheung, C., & Song, H. (2012). From hotel career management to employees’ career satisfaction: The mediat-ing effect of career competency. International Journal of Hospitality Management, 31(1), 76-85.
Kong, H., Sun, N., & Yan, Q. (2016). New generation, psychological empowerment: can empowerment lead to career competencies and career satisfaction?. International Journal of Contemporary Hospitality Management, 28(11), 2553-2569.
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Al-Abbadi, L. H. M. (2018). Impact of Human Resources Management Practices on Organizational Commitment of the Employees of Commercial Banks in Jordan. Global Journal of Management and Business Research, 18(4),11-21.
Al-Abdullat, B. M., & Dababneh, A. (2018). The mediating effect of job satisfaction on the relationship between organiza-tional culture and knowledge management in Jordanian banking sector. Benchmarking: An International Jour-nal, 25(2), 517-544.
Alkalha, Z., Al-Zu’bi, Z., Al-Dmour, H., Alshurideh, M., & Masa'deh, R. (2012). Investigating the effects of human re-source policies on organizational performance: An empirical study on commercial banks operating in Jor-dan. European Journal of Economics, Finance and Administrative Sciences, 51(1), 44-64.
Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of management, 29(1), 99-118.
Al-Quraan, A. B. (2016). Impact of Transformational Leadership on Organizational Commitment: Case Study at Jordan Ahli Bank. European Journal of Business and Management, 8(31),145-156.
Arshadi, N., & Damiri, H. (2013). The relationship of job stress with turnover intention and job performance: Moderating role of OBSE. Procedia-Social and Behavioral Sciences, 84, 706-710.
Association of Banks in Jordan. (2017). Annual Report. Retrieved January 23, 2019, from http://abj.org.jo/ar-jo/Annual-Reports-ar-JO.
BaniMelhem, H., Elanain, H. M. A., & Hussain, M. (2018). Impact of Human Resource Management Practices on Em-ployees' Turnover Intention in United Arab Emirates (UAE) Health Care Services. International Journal of Infor-mation Systems in the Service Sector (IJISSS), 10(4), 21-41.
Blau, P. M. (1964). Exchange and power in social life. New York: John Wiley and Sons.
Blom, R., Kruyen, P. M., Van der Heijden, B. I., & Van Thiel, S. (2018). One HRM fits all? A meta-analysis of the effects of HRM practices in the public, semipublic, and private sector. Review of Public Personnel Administration,1-33.
Busari, A. H., Mughal, Y. H., Khan, S. N., Rasool, S., & Kiyani, A. A. (2017). Analytical cognitive style moderation on promotion and turnover intention. Journal of Management Development, 36(3), 438-464.
Chan, S. H. J., & Mai, X. (2015). The relation of career adaptability to satisfaction and turnover intentions. Journal of Vo-cational Behavior, 89, 130-139.
Chan, S. H., Mai, X., Kuok, O. M., & Kong, S. H. (2016). The influence of satisfaction and promotability on the relation between career adaptability and turnover intentions. Journal of Vocational Behavior, 92, 167-175.
Chen, H., Li, G., Li, M., Lyu, L., & Zhang, T. (2018). A cross-sectional study on nurse turnover intention and influencing factors in Jiangsu Province, China. International Journal of Nursing Sciences, 5(4), 396-402.
Chin, W. W. (1998). The partial least squares approach to structural equation modeling. Modern Methods for Business Re-search, 295(2), 295-336.
Creswell, J. W. (2012). Educational research: Planning, conducting, and evaluating quantitative and qualitative research (4th ed.). Boston, MA: Pearson Education
Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of manage-ment, 31(6), 874-900.
Dechawatanapaisal, D. (2018). Examining the relationships between HR practices, organizational job embeddedness, job satisfaction, and quit intention: Evidence from Thai accountants. Asia-Pacific Journal of Business Administra-tion, 10(2/3), 130-148.
Direnzo, M., & Greenhaus, J. H. (2011). Job search and voluntary turnover in a boundaryless world: A control theory per-spective. Academy of Management Review, 36(3), 567-589.
Duarte, A. P., Gomes, D., & Neves, J. (2015). Satisfaction with human resource management practices and turnover inten-tion in a five-star hotel: The mediating role of perceived organizational support. Dos Algarves: A Multidisciplinary e-Journal, (25), 103-123.
Egan, T. M., Yang, B., & Bartlett, K. R. (2004). The effects of organizational learning culture and job satisfaction on mo-tivation to transfer learning and turnover intention. Human Resource Development Quarterly, 15(3), 279-301.
Gadi, P. D., & Kee, D. H. M. (2018). Human Resource Management Practices and Turnover Intention: The Mediating Role of Perceived Organizational Support in Tertiary Institutions in Nigeria. International Journal of Engineering & Tech-nology, 7(3.25), 715-722.
Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of race on organizational experiences, job perfor-mance evaluations and career outcomes. Academy of Management Journal, 33(1), 64–86.
Guan, Y., Jiang, P., Wang, Z., Mo, Z., & Zhu, F. (2017). Self-referent and other-referent career successes, career satisfac-tion, and turnover intention among Chinese employees: The role of achievement motivation. Journal of Career Devel-opment, 44(5), 379-393.
Guan, Y., Wen, Y., Chen, S. X., Liu, H., Si, W., Liu, Y., ... & Dong, Z. (2014). When do salary and job level predict career satisfaction and turnover intention among Chinese managers? The role of perceived organizational career management and career anchor. European Journal of Work and Organizational Psychology, 23(4), 596-607.
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis, a global perspective: New Jersey. Pearson. Ed 7.
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2017). A Primer on Partial Least Squares Structural Equation Modeling. 2nd Ed. Thousand Oaks: Sage Publications.
Hancock, J. I., Allen, D. G., Bosco, F. A., McDaniel, K. R., & Pierce, C. A. (2013). Meta-analytic review of employee turnover as a predictor of firm performance. Journal of Management, 39(3), 573-603.
Hassan, M., Hassan, S., Khan, M. F. A., & Iqbal, A. (2013). Impact of HR practices on employee satisfaction and employ-ee loyalty: An empirical study of government owned public sector banks of Pakistan. Middle-East Journal of Scientific Research, 16(1), 01-08.
Hee, O. C., Cheng, T. Y., Yaw, C. C., Gee, W. V., Kamaludin, S. M., & Prabhagaran, J. R. (2016). The Influence of Human Resource Management Practices on Career Satisfaction: Evidence from Malaysia. International Review of Manage-ment and Marketing, 6(3), 517-521.
Henseler, J., Hubona, G., & Ray, P. A. (2016). Using PLS path modeling in new technology research: updated guidelines. Industrial Management & Data Systems, 116(1), 2-20.
Hiltrop, J. M. (1996). A framework for diagnosing human resource management practices. European Management Jour-nal, 14(3), 243-254.
Howell, L. P., Elsbach, K. D., & Villablanca, A. C. (2016). The role of compensation criteria to minimize face-time bias and support faculty career flexibility: an approach to enhance career satisfaction in academic pathology. Academic pa-thology, 3, 1-9.
Huang, W. R., & Su, C. H. (2016). The mediating role of job satisfaction in the relationship between job training satisfac-tion and turnover intentions. Industrial and Commercial Training, 48(1), 42-52.
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate fi-nancial performance. Academy of Management Journal, 38(3), 635-672.
Joo, B. K., & Park, S. (2010). Career satisfaction, organizational commitment, and turnover intention: The effects of goal orientation, organizational learning culture and developmental feedback. Leadership & Organization Development Journal, 31(6), 482-500.
Judge, T. A., Cable, D. M., Boudreau, J. W., & Bretz Jr, R. D. (1995). An empirical investigation of the predictors of ex-ecutive career success. Personnel psychology, 48(3), 485-519.
Judge, T. A., & Kammeyer-Mueller, J. D. (2007). Personality and career success. Handbook of career studies, 59-78.
Juhdi, N., Pa'wan, F., & Hansaram, R. M. K. (2013). HR practices and turnover intention: the mediating roles of organiza-tional commitment and organizational engagement in a selected region in Malaysia. The International Journal of Hu-man Resource Management, 24(15), 3002-3019.
Jung, Y., & Takeuchi, N. (2018). A lifespan perspective for understanding career self-management and satisfaction: The role of developmental human resource practices and organizational support. Human Relations, 71(1), 73-102.
Jyoti, J., Rani, R., & Gandotra, R. (2015). The impact of bundled high performance human resource practices on intention to leave: Mediating role of emotional exhaustion. International Journal of Educational Management, 29(4), 431-460.
Kang, H. J., Gatling, A., & Kim, J. (2015). The impact of supervisory support on organizational commitment, career satis-faction, and turnover intention for hospitality frontline employees. Journal of Human Resources in Hospitality & Tour-ism, 14(1), 68-89.
Karatepe, O. M. (2012). Perceived organizational support, career satisfaction, and performance outcomes: a study of hotel employees in Cameroon. International Journal of Contemporary Hospitality Management, 24(5), 735-752.
Karatepe, O. M., & Vatankhah, S. (2015). High-performance work practices, career satisfaction, and service recovery per-formance: a study of flight attendants. Tourism Review, 70(1), 56-71.
Kasasbeh, I. (2018). Problems of Management Accounting Implementation: The Case of Balanced Scorecard Implementa-tion within Jordanian Commercial Banks. International Journal of Academic Research in Accounting, Finance and Management Sciences, 8(2), 200-207.
Kim, S. (2012). The impact of human resource management on state government IT employee turnover intentions. Public Personnel Management, 41(2), 257-279.
Kong, H., Cheung, C., & Song, H. (2012). From hotel career management to employees’ career satisfaction: The mediat-ing effect of career competency. International Journal of Hospitality Management, 31(1), 76-85.
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