Assessing the Human Resource Practices Contributing to Employee Turnover in Telecommunication Sector

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.