The Practices of Islamic Human Resource Management (IHRM) and Turnover Intention at an Islamic Religious Council of Malaysia

Abstract

Turnover intention is intention of employees to leave their job that can be defined as a psychological opinion whether employees will remain with the organization (Yuan, Yu, Li & Ning, 2014). ). Similarly, turnover intention can be define as individual conscious and readiness to quit the organization (Lu, Tu, Li & Ho, 2016). High turnover intention will increase the cost for staffing and training new employees (Long, Thean, Ismail & Jusoh, 2012). Studies that tested the connection between turnover intention and actual turnover are limited and show different results to look the effectiveness of intentions as a reliable behavior (Cho & Lewis, 2012). There are several factors that can contribute to turnover intention among employee which are practices of human resources management (HRM); (Santhanam, Kamalanabhan, Dyaram & Ziegler, 2017), job satisfaction; (Saeed, Waseem, Sikander & Rizwan, 2014), leadership styles; (Azanza, Moriano, Molero & Mangin, 2015) and organization commitment; (Azanza, Moriano, Molero & Mangin, 2015). Keywords: Turnover Intention, Islamic Human Resources Management (iHRM), Islamic Staffing, Islamic Human Resources Management (iHRD), Islamic Performance Management, Islamic Compensation.