Hrm practices on employee engagement and turnover intention essay
The results of the analysis showed that employees positively perceived sustainable, green HRM practices and believed that these practices contributed to better environmental performance. The results also showed that the key challenges and barriers organizations face in implementing sustainable green HRM practices were: Such a talent pool can be acquired through strategies including recruiting sustainability-conscious employees, evaluating the deployment of potential collaborators for social, ecological and human aspects. well-being Saeed et al. 2018, offering training that clarifies the organization's social and environmental commitments, and assessing and. This article attempts to propose a conceptual framework consisting of three HR management, HRM, practice supervision, professional training and reward practices, job satisfaction and employee turnover. It is widely believed that the impact of HR management and HRM practices can create a comparative advantage for organizational performance when organizational commitment matters. On the contrary: turnover has become a trend and is on the rise in today's work environment. The main purpose of this study is to: The application of a path analysis approach has shown that 1 both HRM practices and job satisfaction have a significant negative effect on employee turnover intentions, 2 that there is a significant negative effect . Nor does the relationship between HRM practices and turnover intention. The results suggested that HRM. Practices can improve employee performance both directly and indirectly, through promotion. Furthermore, researchers have found that high-involvement HRM is negatively related to turnover intentions. Arthur, 1994 Guchait and Cho, 2010 Rubel and Kee, 2015 Schopman et al. Employee turnover intentions ETI to extend the existing literature on green HRM Islam et al. 2020, Suleman et al. 2022a Regarding the philosophical basis: the principles of the current research2. Human Resource Management Practices. Various conceptualizations and definitions of HRM practices exist in the literature. For example, Schuler and Jackson define HRM practices as a system that attracts, selects, trains, motivates, and retains employees, while Deery and Doty view it as a set of integrated policies. Such a talent pool can be acquired through strategies including human resource recruitment. sustainability-conscious employees, evaluating potential employees' commitment to social, environmental and human well-being Saeed et al. 2018, offering training that clarifies the organization's social and environmental commitments, and assessing and,