Human Resource Development Practices and Employee Engagement: Examining the Connection With Employee Turnover Intentions

Abstract

The relationship between how an employee perceives support for participation in human resource development (HRD) practices, engagement, and turnover intent has been underrepresented in the literature. Using social exchange theory as a guiding framework, this research sought to better understand the possible linkages of HRD practices and employee engagement to turnover intentions. An Internet‐based self‐report survey battery utilizing a four‐stage preparation method was used as the primary data collection tool. Research was conducted in the health care industry ( N = 207). Linear, simultaneous, and mediated regression analyses were used to examine the variables of interest. Results suggested that participation in HRD practices and cognitive, emotional, and behavioral engagement were negatively related to turnover intent. Mediated regression analyses indicated that engagement partially mediated the relation between HRD practices and turnover intent. The findings support the utility of supporting employee participation in HRD practices to improve employee engagement and reduce turnover intent.