The Intervening Effects of Affective Commitment on HRM Practices and Turnover Intention Relationship: An Evidence from Non-Western Context

Abstract

The present study was mainly designed to examine the intervening effects of affective commitment on the relationship between certain human resource practices and turnover intention in the context of private university in Bangladesh. The direct relationship between human resource practices and turnover intention was also investigated. A total of 317 faculty members participated in the questionnaire survey. The response rate was 57% for this study. Multiple regression analyses were used to test the hypotheses of the study. The results revealed that all the human resource practices and affective commitment were significantly and negatively related to turnover intention. The study also found that affective commitment fully and partially mediated the proposed relationship between studied human resource practices and turnover intention except job autonomy practice. Limitations and suggestions for future research are forwarded.