Human Resource Development Practices and Turnover Intentions among Basic School Teachers: The Mediating Role of Career Commitment
DOI:
https://doi.org/10.47941/hrlj.1837Abstract
Purpose: The study sought to examine the influence of perceived support for participation in human resource development (HRD) practices on teacher turnover intentions in the Tolon District of the Northern Region of Ghana.
Methodology: Using a cross-sectional survey design, questionnaires were used to collect data from 120 teachers from the Tolon Senior High School. Data were analyzed using PROCESS macro ver. 4.2.
Findings: Results from regression analysis showed that perceived support for participation in HRD practices had a negative relationship with teacher turnover intentions. It was further found that teacher career commitment mediates the negative relationship between perceived support for participation in HRD practices and turnover intentions.
Unique contribution to theory, policy and practice: The study contributes to the existing body of knowledge on the application of social exchange theory (SET) in understanding workplace dynamic and highlights the importance of fostering a supportive work environment that encourages employee participation in HRD activities, such as training programs, mentorship initiatives, and career development opportunities
Downloads
References
Aryee, S. and Tan, K., 1992. Antecedents and outcomes of career commitment. Journal of Vocational Behavior, 40(3), pp.288-305.
Blau, G., 1989. Testing the generalizability of a career commitment measure and its impact on employee turnover. Journal of Vocational behavior, 35(1), pp.88-103.
Chaudhuri, S. and Ghosh, R., 2012. Reverse mentoring: A social exchange tool for keeping the boomers engaged and millennials committed. Human resource development review, 11(1), pp.55-76.
Craig, C.A., Allen, M.W., Reid, M.F., Riemenschneider, C.K. and Armstrong, D.J., 2013. The impact of career mentoring and psychosocial mentoring on affective organizational commitment, job involvement, and turnover intention. Administration & Society, 45(8), pp.949-973.
Cropanzano, R. and Mitchell, M.S., 2005. Social exchange theory: An interdisciplinary review. Journal of management, 31(6), pp.874-900.
Emerson, R. M. 1976. Social exchange theory. Annual Review of Sociology, 2, pp. 335-362.
Fulmore, J.A., Fulmore, A.L., Mull, M. and Cooper, J.N., 2023. Reducing employee turnover intentions in the service sector: The connection between human resource development practices and employee engagement. Human Resource Development Quarterly, 34(2), pp.127-153.
GNAT, (2009). Teacher Attrition Report. Retrieved from: htt/www.teachersforefa.unesco.org/resources/analyticalwork on September, 2023
Goldstein, I.L., 1993. Training in organizations: Needs assessment, development, and evaluation. Thomson Brooks/Cole Publishing Co.
Hair, J.F., 2009. Multivariate data analysis. Cengage
Kahn, W.A., 2010. The essence of engagement: Lessons from the field. In Handbook of employee engagement. Edward Elgar Publishing.
Kim, S.S., Im, J. and Hwang, J., 2015. The effects of mentoring on role stress, job attitude, and turnover intention in the hotel industry. International Journal of Hospitality Management, 48, pp.68-82.
Kurniawati, D., 2023. The Influence of Organizational Environment and Career Development on Organizational Citizenship Behaviour (OCB) in Employees with Organizational Commitment as An Intervening Variable. Economics and Business Quarterly Reviews, 6(1).
Lee, C.H. and Bruvold, N.T., 2003. Creating value for employees: investment in employee development. The International Journal of Human Resource Management, 14(6), pp.981-1000.
Lin, C.P., 2020. Exploring career commitment and turnover intention of high-tech personnel: A socio-cognitive perspective. The International Journal of Human Resource Management, 31(6), pp.760-784.
Meyer, J.P. and Allen, N.J., 1991. A three-component conceptualization of organizational commitment. Human resource management review, 1(1), pp.61-89.
Mobley, W.H., Griffeth, R.W., Hand, H.H. and Meglino, B.M., 1979. Review and conceptual analysis of the employee turnover process. Psychological bulletin, 86(3), p.493.
Noe, R. A., 2016. Employee training and development, (5th ed.). Irwin: McGraw-Hill.
Nunnally, J.C., 1978. An overview of psychological measurement. Clinical diagnosis of mental disorders: A handbook, pp.97-146.
Rasheed, M.I., Okumus, F., Weng, Q., Hameed, Z. and Nawaz, M.S., 2020. Career adaptability and employee turnover intentions: The role of perceived career opportunities and orientation to happiness in the hospitality industry. Journal of hospitality and tourism management, 44, pp.98-107.
Saks, A.M., 2006. Antecedents and consequences of employee engagement. Journal of managerial psychology, 21(7), pp.600-619.
Shuck, B., Twyford, D., Reio Jr, T.G. and Shuck, A., 2014. Human resource development practices and employee engagement: Examining the connection with employee turnover intentions. Human Resource Development Quarterly, 25(2), pp.239-270.
Zhu, F., Cai, Z., Buchtel, E.E. and Guan, Y., 2019. Career construction in social exchange: a dual-path model linking career adaptability to turnover intention. Journal of Vocational Behavior, 112, pp.282-293.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2024 Theresa A. Bortsie
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution (CC-BY) 4.0 License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
