Human Resource Management Practices and Turnover Intention in Bangladesh- A Literature Review

Abstract

The present research aims at investigating the effects of human resource management practices on turnover intention in Bangladeshi private organization. In this research, human resource management practices consist of training & development, job security, performance appraisal, compensation. Employee loyalty acts as a mediating variable in this research. As the dependent variable and an observed variable, is turnover intention. Thus, the conceptual model created for this study will comprise of four independent variables, one mediating variable and one dependent variable. A total of 9 theoretically based hypotheses are developed, indicating possible positive and negative relationships among the variables of the model. Input consists of 40 top management, human resources managers/leaders and line managers of Bangladeshi ICT private organization. It is hoped that this study will help both academics and those managing human resource to realize, understand and see the influence of HRM practices and turnover intention.