THE EFFECT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON EMPLOYEES' INTENTION TO LEAVE THROUGH JOB SATISFACTION

Abstract

The complex relationship between job satisfaction, HRM practices, and employees' intention to leave is examined in this study. The study intends to shed light on how particular HRM strategies affect employees' job satisfaction and, subsequently, impact their intentions to quit their existing positions, with an emphasis on understanding the dynamic interplay within organizational settings. The study will examine a variety of HRM activities, including chances for training and development, performance reviews, pay, and promotions, by drawing on well established theories of organizational behavior and HRM. Through an analysis of job satisfaction's mediating function, the study aims to elucidate the fundamental mechanisms by which HRM practices impact workers' general job satisfaction and dedication. Design/Methodology/Approach The approach comprises a thorough survey that is given to workers in a variety of industries to find out how they feel about HRM procedures, how satisfied they are at work, and whether or not they plan to quit. To find patterns and relationships in the data, statistical methods such as factor, regression, and correlation analysis will be used. Fundings The findings underscore the need for organizations to prioritize transparent compensation structures, provide ample opportunities for professional growth, and fine-tune performance appraisal processes. Addressing these aspects can contribute to a more satisfied workforce and mitigate intentions to leave. iii Originality/Value The research holds importance as it might provide valuable insights for organizational leaders and HR practitioners about the critical factors influencing employee retention. Understanding how HRM practices contribute to job satisfaction and impact employees' intentions to leave can guide strategic decision-making aimed at creating supportive work environments and fostering employee engagement. Ultimately, the findings may contribute to the development of tailored HRM strategies that enhance organizational performance by cultivating a satisfied and committed workforce.