Abstract:
This dissertation explores the relationship between the selected Human Resource Practices and
Employee Turnover. The factors of Organizational Commitment and Supervisory Support
function as mediating and moderating variables respectively. The investigation into the
conceptual model, through multiple analysis and tests revealed that the selected Human
Resource Practices had a significant association with Employee Turnover. Organizational
Commitment mediated the relationship between the Human Resource Practices and Employee
Turnover. The role of Supervisory Support as a moderator was also found to be significant
between Human Resource Practices and Employee Turnover. The factors highlighted in this
study are few important organizational aspects, contributing to workers transferring to other
organizations. As a result, companies in telecommunication industry are encouraged to
improve these factors so that number of employees’ switching to other workplaces can be
reduced. This way the talented employees can be retained and organizations can continue to
operate seamlessly. It is imperative for organizations to save the Employee Turnover costs that
they have to endure. An increased scope of research by including more telecommunication
companies from other regions will present a more reliable picture into this menacing issue.
