How to cite this paper
Zamanan, M., Alkhaldi, M., Almajroub, A., Alajmi, A., Alshammari, J & Aburumman, O. (2020). The influence of HRM practices and employees’ satisfaction on intention to leave.Management Science Letters , 10(8), 1887-1894.
Refrences
Aburumman, O., Salleh, A., Omar, K., & Abadi, M. (2020). The impact of human resource management practices and ca-reer satisfaction on employee’s turnover intention. Management Science Letters, 10(3), 641-652.
Al-Kilani, M. H. (2017). The influence of organizational justice on intention to leave: examining the mediating role of organizational commitment and job satisfaction. Journal of Management and Strategy, 8(1), 18-27.
Bayarcelik, E. B., & Findikli, M. A. (2016). The mediating effect of job satisfaction on the relation between organizational justice perception and intention to leave. Procedia-Social and Behavioral Sciences, 235, 403-411.
Begum, F. W., & Mohamed, D. M. S. (2016). A Study on HRM Practices and its Impact on Job Satisfaction and Organization Performance in BPO Sector, Tiruchirappalli. International Journal of Advanced Research in Management, 7(3), 1-9.
Blau, P. M. (1964). Exchange and power in social life. New York: John Wiley and Sons.
Blegen, M. A., Vaughn, T., Pepper, G., Vojir, C., Stratton, K., Boyd, M., & Armstrong, G. (2004). Patient and staff safety: voluntary reporting. American Journal of Medical Quality, 19(2), 67-74.
Chin, W. W. (1998). The partial least squares approach to structural equation modeling. Modern methods for business re-search, 295(2), 295-336.
Chughtai, T. A. (2013). Role of HR practices in turnover intentions with the mediating effect of employee engage-ment. Wseas Transactions on Business and Economics, 10(2), 97-103.
Delery, J. E., & Doty, D. H. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of Management Journal, 39(4), 802-835.
Direnzo, M. S., & Greenhaus, J. H. (2011). Job search and voluntary turnover in a boundaryless world: A control theory perspective. Academy of Management Review, 36(3), 567-589.
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.
Fernandez, S., & Moldogaziev, T. (2015). Employee empowerment and job satisfaction in the US Federal Bureaucracy: A self-determination theory perspective. The American Review of Public Administration, 45(4), 375-401.
García-Chas, R., Neira-Fontela, E., & Castro-Casal, C. (2014). High-performance work system and intention to leave: a mediation model. The International Journal of Human Resource Management, 25(3), 367-389.
Gould-Williams, J. (2007). HR practices, organizational climate and employee outcomes: evaluating social exchange relationships in local government. The International Journal of Human Resource Management, 18(9), 1627-1647.
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2016). A Primer on Partial Least Squares Structural Equation Modeling. 2nd Ed. Thousand Oaks: Sage Publications.
Hanaysha, J. (2016). Examining the effects of employee empowerment, teamwork, and employee training on organizational commitment. Procedia-Social and Behavioral Sciences, 229, 298-306.
Huo, M. L., & Boxall, P. (2018). Instrumental work values and responses to HR practices: A study of job satisfaction in a Chinese manufacturer. Personnel Review, 47(1), 60-73.
Idris, A., See, D., & Coughlan, P. (2018). Employee empowerment and job satisfaction in urban Malaysia: Connecting the dots with context and organizational change management. Journal of Organizational Change Management, 31(3), 697-711.
Imran, R., Majeed, M., & Ayub, A. (2015). Impact of organizational justice, job security and job satisfaction on organizational productivity. Journal of Economics, Business and Management, 3(9), 840-845.
Joarder, M. H., Sharif, M. Y., & Ahmmed, K. (2011). Mediating Role of Affective Commitment in HRM Practices and Turnover Intention Relationship: A Study in a Developing Context. Business & Economics Research Journal, 2(4), 135-158.
Kim, S. Y., & Fernandez, S. (2017). Employee empowerment and turnover intention in the US federal bureaucracy. The American Review of Public Administration, 47(1), 4-22.
Klassen, R. M., & Chiu, M. M. (2011). The occupational commitment and intention to quit of practicing and pre-service teachers: Influence of self-efficacy, job stress, and teaching context. Contemporary Educational Psychology, 36(2), 114-129.
Kumar, M., & Jauhari, H. (2016). Employee participation and turnover intention: Exploring the explanatory roles of organizational justice and learning goal satisfaction. Journal of Workplace Learning, 28(8), 496-509.
Lee, H. (2006). Impact of the civil service reforms on human resources management and job satisfaction determinants. Arizona State University.
Lee, S. H., & Jeong, D. Y. (2017). Job insecurity and turnover intention: Organizational commitment as mediator. Social Behavior and Personality: an international journal, 45(4), 529-536.
Lim, A. J. P., Loo, J. T. K., & Lee, P. H. (2017). The impact of leadership on turnover intention: The mediating role of organizational commitment and job satisfaction. Journal of Applied Structural Equation Modeling, 1(1), 27-41.
Nelissen, J., Forrier, A., & Verbruggen, M. (2017). Employee development and voluntary turnover: Testing the employa-bility paradox. Human Resource Management Journal, 27(1), 152-168.
Omar, K., Halim, M. A. S. A., Yusoff, Y. M., Ahmad, A., & Ibrahim, R. Z. A. R. (2018). Assessing intention to leave among public hospital nurses in Malaysia. Journal of Fundamental and Applied Sciences, 10(3S), 294-305.
Preacher, K. J., & Hayes, A. F. (2008). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior Research Methods, 40(3), 879-891.
Santhanam, N., Dyaram, L., & Ziegler, H. (2017). Impact of human resource management practices on employee turnover intentions: Moderating role of psychological contract breach. Journal of Indian Business Research, 9(3), 212-228.
Shah, S. H. A., & Beh, L. S. (2016). The impact of motivation enhancing practices and mediating role of talent engage-ment on turnover intentions: Evidence from Malaysia. International Review of Management and Marketing, 6(4), 823-835.
Thakur, S. J., & Bhatnagar, J. (2017). Mediator analysis of job embeddedness: Relationship between work-life balance practices and turnover intentions. Employee Relations, 39(5), 718-731.
Wilczyńska, A., Batorski, D., & Sellens, J. T. (2016). Employment flexibility and job security as determinants of job sat-isfaction: the case of Polish knowledge workers. Social Indicators Research, 126(2), 633-656.
Wright, T. A., & Bonett, D. G. (2007). Job satisfaction and psychological well-being as nonadditive predictors of work-place turnover. Journal of Management, 33(2), 141-160.
Xu, T., Wu, T. J., & Li, Q. Q. (2018). The relationships between job stress and turnover intention among tour guides the moderating role of emotion regulation. Journal of Interdisciplinary Mathematics, 21(2), 409-418.
Yukongdi, V., & Shrestha, P. (2020). The Influence of Affective Commitment, Job Satisfaction and Job Stress on Turno-ver Intention: A Study of Nepalese Bank Employees. Review of Integrative Business and Economics Research, 9, 88-98.
Zhang, H., Li, X., Frenkel, S. J., & Zhang, J. (2019). Human resource practices and migrant workers' turnover intentions: T he roles of post‐migration place identity and justice perceptions. Human Resource Management Journal, 29(2), 254-269.
Al-Kilani, M. H. (2017). The influence of organizational justice on intention to leave: examining the mediating role of organizational commitment and job satisfaction. Journal of Management and Strategy, 8(1), 18-27.
Bayarcelik, E. B., & Findikli, M. A. (2016). The mediating effect of job satisfaction on the relation between organizational justice perception and intention to leave. Procedia-Social and Behavioral Sciences, 235, 403-411.
Begum, F. W., & Mohamed, D. M. S. (2016). A Study on HRM Practices and its Impact on Job Satisfaction and Organization Performance in BPO Sector, Tiruchirappalli. International Journal of Advanced Research in Management, 7(3), 1-9.
Blau, P. M. (1964). Exchange and power in social life. New York: John Wiley and Sons.
Blegen, M. A., Vaughn, T., Pepper, G., Vojir, C., Stratton, K., Boyd, M., & Armstrong, G. (2004). Patient and staff safety: voluntary reporting. American Journal of Medical Quality, 19(2), 67-74.
Chin, W. W. (1998). The partial least squares approach to structural equation modeling. Modern methods for business re-search, 295(2), 295-336.
Chughtai, T. A. (2013). Role of HR practices in turnover intentions with the mediating effect of employee engage-ment. Wseas Transactions on Business and Economics, 10(2), 97-103.
Delery, J. E., & Doty, D. H. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of Management Journal, 39(4), 802-835.
Direnzo, M. S., & Greenhaus, J. H. (2011). Job search and voluntary turnover in a boundaryless world: A control theory perspective. Academy of Management Review, 36(3), 567-589.
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.
Fernandez, S., & Moldogaziev, T. (2015). Employee empowerment and job satisfaction in the US Federal Bureaucracy: A self-determination theory perspective. The American Review of Public Administration, 45(4), 375-401.
García-Chas, R., Neira-Fontela, E., & Castro-Casal, C. (2014). High-performance work system and intention to leave: a mediation model. The International Journal of Human Resource Management, 25(3), 367-389.
Gould-Williams, J. (2007). HR practices, organizational climate and employee outcomes: evaluating social exchange relationships in local government. The International Journal of Human Resource Management, 18(9), 1627-1647.
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2016). A Primer on Partial Least Squares Structural Equation Modeling. 2nd Ed. Thousand Oaks: Sage Publications.
Hanaysha, J. (2016). Examining the effects of employee empowerment, teamwork, and employee training on organizational commitment. Procedia-Social and Behavioral Sciences, 229, 298-306.
Huo, M. L., & Boxall, P. (2018). Instrumental work values and responses to HR practices: A study of job satisfaction in a Chinese manufacturer. Personnel Review, 47(1), 60-73.
Idris, A., See, D., & Coughlan, P. (2018). Employee empowerment and job satisfaction in urban Malaysia: Connecting the dots with context and organizational change management. Journal of Organizational Change Management, 31(3), 697-711.
Imran, R., Majeed, M., & Ayub, A. (2015). Impact of organizational justice, job security and job satisfaction on organizational productivity. Journal of Economics, Business and Management, 3(9), 840-845.
Joarder, M. H., Sharif, M. Y., & Ahmmed, K. (2011). Mediating Role of Affective Commitment in HRM Practices and Turnover Intention Relationship: A Study in a Developing Context. Business & Economics Research Journal, 2(4), 135-158.
Kim, S. Y., & Fernandez, S. (2017). Employee empowerment and turnover intention in the US federal bureaucracy. The American Review of Public Administration, 47(1), 4-22.
Klassen, R. M., & Chiu, M. M. (2011). The occupational commitment and intention to quit of practicing and pre-service teachers: Influence of self-efficacy, job stress, and teaching context. Contemporary Educational Psychology, 36(2), 114-129.
Kumar, M., & Jauhari, H. (2016). Employee participation and turnover intention: Exploring the explanatory roles of organizational justice and learning goal satisfaction. Journal of Workplace Learning, 28(8), 496-509.
Lee, H. (2006). Impact of the civil service reforms on human resources management and job satisfaction determinants. Arizona State University.
Lee, S. H., & Jeong, D. Y. (2017). Job insecurity and turnover intention: Organizational commitment as mediator. Social Behavior and Personality: an international journal, 45(4), 529-536.
Lim, A. J. P., Loo, J. T. K., & Lee, P. H. (2017). The impact of leadership on turnover intention: The mediating role of organizational commitment and job satisfaction. Journal of Applied Structural Equation Modeling, 1(1), 27-41.
Nelissen, J., Forrier, A., & Verbruggen, M. (2017). Employee development and voluntary turnover: Testing the employa-bility paradox. Human Resource Management Journal, 27(1), 152-168.
Omar, K., Halim, M. A. S. A., Yusoff, Y. M., Ahmad, A., & Ibrahim, R. Z. A. R. (2018). Assessing intention to leave among public hospital nurses in Malaysia. Journal of Fundamental and Applied Sciences, 10(3S), 294-305.
Preacher, K. J., & Hayes, A. F. (2008). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior Research Methods, 40(3), 879-891.
Santhanam, N., Dyaram, L., & Ziegler, H. (2017). Impact of human resource management practices on employee turnover intentions: Moderating role of psychological contract breach. Journal of Indian Business Research, 9(3), 212-228.
Shah, S. H. A., & Beh, L. S. (2016). The impact of motivation enhancing practices and mediating role of talent engage-ment on turnover intentions: Evidence from Malaysia. International Review of Management and Marketing, 6(4), 823-835.
Thakur, S. J., & Bhatnagar, J. (2017). Mediator analysis of job embeddedness: Relationship between work-life balance practices and turnover intentions. Employee Relations, 39(5), 718-731.
Wilczyńska, A., Batorski, D., & Sellens, J. T. (2016). Employment flexibility and job security as determinants of job sat-isfaction: the case of Polish knowledge workers. Social Indicators Research, 126(2), 633-656.
Wright, T. A., & Bonett, D. G. (2007). Job satisfaction and psychological well-being as nonadditive predictors of work-place turnover. Journal of Management, 33(2), 141-160.
Xu, T., Wu, T. J., & Li, Q. Q. (2018). The relationships between job stress and turnover intention among tour guides the moderating role of emotion regulation. Journal of Interdisciplinary Mathematics, 21(2), 409-418.
Yukongdi, V., & Shrestha, P. (2020). The Influence of Affective Commitment, Job Satisfaction and Job Stress on Turno-ver Intention: A Study of Nepalese Bank Employees. Review of Integrative Business and Economics Research, 9, 88-98.
Zhang, H., Li, X., Frenkel, S. J., & Zhang, J. (2019). Human resource practices and migrant workers' turnover intentions: T he roles of post‐migration place identity and justice perceptions. Human Resource Management Journal, 29(2), 254-269.