HOW EFFECTIVE IS HUMAN RESOURCES MANAGEMENT IN INTENTION TO LEAVE? A PILOT RESEARCH FOR EMPLOYEES OF DIFFERENT SECTORS

Abstract

Author(s): Mustafa TUYSUZ, Serdar BOZKURT

This study includes data from the pilot study conducted to measure human resources management practices' impact on
employees' intention to quit. For this purpose, data were collected from 39 participants through a questionnaire. The scale for human
resources management practices and the intention to leave scale were used in the study. In the study, it was seen that employees'
perceptions of HR management practices were neither agreed nor disagreed. Also, their intention to leave is mainly for the option, I
agree. According to the study results, there is a negative relationship between human resources management practices and intention to
quit. Also, a significant and negative relationship was determined to leave the job and with the dimensions of human resources
management practices, namely job selection and placement, training and development, performance evaluation, wage management,
communication, and working relations. No significant relationship was found between the dimensions of job analysis and design, HRM
planning and information systems, and the intention to leave.

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