Connecting the Dots: How Organizational Commitment Mediates the HR Practices-Turnover Intention Link

Abstract

The main purpose of the current study is to analyze the influence of human resource (HR) practices on the intention of employees to leave their jobs, taking into account the intermediary role played by employees' commitment to the organization. This investigation is rooted in the organizational support theory. Data was obtained through a self-administered questionnaire. The research was carried out by selecting a sample of 400 respondents from Pakistan's hospitality industry, using a non-probability purposive sampling approach. The study's findings revealed that there is a partially significant and direct relationship between HR practices such as training and development, motivation-enhancing approaches, and skill-enhancing initiatives—except for aspects related to pay and promotion. Notably, organizational commitment was found to significantly mediate the connection between HR practices and employees' intention to leave their jobs within Pakistan's hospitality industry. This research enriches the Human Resource Management literature by amalgamating HR practices, turnover intention, and organizational support theory into a unified framework. Through this, it offers insights into the potential routes via which HR practices can yield positive outcomes. From a practical perspective, this study extends guidance to HRM professionals in the hospitality sector on the effective implementation of HR practices.