Human Resource Management Practices Impact on Turnover Intention of Officers at State Agencies in the Fisheries Sector through Job Satisfaction and Organisational Commitment – A case study of North Coast
Main Article Content
Abstract
The study is carried out to analyze the impact of HRM practices on job satisfaction, organizational commitment, and turnover intention of officers working at State agencies in the fisheries sector on the Northern Coast. From the data provided by 350 officers, the structural equation model was applied to evaluate the impact of HRM practices on job satisfaction, organizational commitment, and turnover intention. The results showed a positive relationship between HRM practices and job satisfaction, and organizational commitment. In addition, HRM practices, job satisfaction, and organizational commitment have an inverse correlation with the turnover intention of officers. Moreover, job satisfaction has a positive impact on organizational commitment. The result of the study suggests some important implications for State agencies in the fisheries sector in the Northern Coast to increase job satisfaction, and organizational commitment and reduce turnover intention.
Keywords:
human resource management, job satisfaction, organisational commitment, turnover intention, officers
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22-26.
Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103(3), 411-423.
Armstrong, M. (2009). Armstrong’s Handbook of Human Resource Management Practice (11th Edition). London: Kogan Page Limited.
Brereton, D., Beach, R., & Cliff, D. (2003). Employee Turnover as a Sustainability Issue. Paper Presented at the Mineral Council of Australia’s 2003 Sustainable Development Conference, Brisbane.
Chang, W. J. A., & Huang, T. C. (2005). Relationship between strategic human resource management and firm performance: A contingency perspective. International Journal of Manpower, 26(5), 434-449.
Cotton, J. L., & Turtle, J. M. (1986). Employee Turnover: A Meta-Analysis and Review with Implications for Research. The Academy of Management Review, 11(1), 55-70.
Graetner, K. N. & Nollen, S. D. (1992). Turnover intentions and desire among executives. Human relations, 45(5), 447-465.
Guest, D. E. (1989). Human Resource Management, Trade Unions and Industrial Relations. In J. Storey (ed.), Human Resource Management: A Critical Text. London: International Thomson Business Press, pp.110-141.
Guest, D. E. (1999). Human resource management: the workers’ verdict. Human Resource Management Journal, 9(2), 5-25.
Hair, J. F. J., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998). Multivariate Data Analysis (5th edn). Upper Saddle River: Prentice Hall College Div.
Hoang, T., & Chu, N. M. N. (2008). Data analysis with SPSS. Ho Chi Minh City, Vietnam: Statistical Publishing House.
Hoppock, R. (1935). Job Satisfaction. Oxford: Harper.
Hu, L., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling, 6(1), 1-55.
Kinicki, A. J., Carson, K. P., & Bohlander, G. W. (1992). Relationship between an organization’s actual human resource efforts and employee attitudes. Group and Organization Management 17(2), 135-152.
Kirschenbaum, A., & Weisberg, J. (1990). Predicting Worker Turnover: An Assessment of Intent on Actual Separations. Human Relations, 43(9),
829-847.
Lambert, E. (2006). I Want to Leave: A Test of a Model of Turnover Intent among Correctional Staff. Applied Psychology in Criminal Justice, 2(1), 58-83.
Le, T. D. (2015). Factors affecting turnover intention of employees in private enterprise (Master Thesis). Ho Chi Minh City Open University, Ho Chi Minh City, Vietnam.
Lee, J. W. (2008). A Pilot Survey of Turnover Intention and Its Determinants among Adult Probation Line Officers in Texas. Assistant Professor of Criminal Justice, Angelo State University, San Angelo, United States.
Luddy, N. (2005). Job Satisfaction amongst Employees at a Public Health Institution in the Western Cape, University of Western Cape, South Africa.
Mangi, R. A., Soomro, H. J., Ghumro, I., Abidi, A. R., & Jalbani, A. A. (2011). A study of Job Satisfaction among Non Ph.D faculty in Universities. Australian Journal of Business and Management Research, 1(7), 83-90.
Meyer, J. P., Allen, N., & Smith, C. A. (1993). Commitment to Organizations and Occupations: Extension and Test of a Three-Component Conceptualization. Journal of Applied Psychology, 78(4), 538-551.
Moorhead, G., & Griffin, R. W. (1999). Organizational Behaviour: Managing People and Organization (3rd Edition). Mumbai: Jaico Publishing House.
Nguyen, T. H. T. (2017). Impact of HRM practices on job satisfaction, organizational commitment and turnover intention of civil servants at the 4 District (Master Thesis). University of Economics Ho Chi Minh City, Ho Chi Minh City, Vietnam.
Nguyen, T. T., & Nguyen, T. L. (2016). Factors affecting turnover intention of garment workers: An empirical study of enterprises in Bau Xeo industrial zone – Dong Nai. Journal of Science of Lac Hong University, 5, 53-58.
Nunnally, J. C., & Bernstein, I. H. (1994). The Assessment of Reliability. Psychometric Theory, 3, 248-292.
Ogungbamila, B., Balogun, A. G., Ogungbamila, A., & Oladele, R. S. (2014). Job Stress, Emotional Labor, and Emotional Intelligence as Predictors of Turnover Intention: Evidence from Two Service Occupation. Mediterranean Journal of Social Sciences, 5(6), 351-357.
Petrescu, A., & Simmons, R. (2008). Human resource management practices and workers’ job satisfaction. International Journal of Manpower, 29(7), 651-667.
Porter, L. W., Mowday, R. T., Steers, R. M. (1979). The Measure of Organizational Commitment. Journal of Vocational Behavior, 14(2), 224-247.
Sempane, M. E., Rieger, H. S., & Roodt, G. (2002). Job Satisfaction in Relation to Organisational Culture. SA Journal of Industrial Psychology, 28(2), 23-30.
Shahid, A., & Azhar, S. M. (2013). Gaining Employee Commitment: Linking to Organizational Effectiveness. Journal of Management Research, 5(1), 250-268.
Slatten, T. (2008). Antecedents and effects of emotional satisfaction on employee-perceived service quality. Journal of Service Theory and Practice, 18(4), 370-386.
Slattery, J. P., & Selvarajan, T. T. R. (2005). Antecedents to Temporary Employee’s Turnover Intention. Journal of Leadership & Organizational Studies, 12(1), 53-66.
Tett, R. P., & Meyer, J. P. Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover: Path Analyses Based on Meta-Analytic Findings. Personnel Psychology, 46(2), 259-293.
Tran, K. D. (2005). Measuring job satisfaction in terms of Vietnam. Journal of Economics Development, 12, 85-91.
Tran, K. D., Truong, T. L. A., Bui, T. P. L., Nguyen, T. L., Ho, T. T. T., Tran, T. G. M., & Pham, T. N. U. (2017). Impact structure of human resource management practices on business results of enterprises. Journal of Economics Development, 28(1), 84-100.
Vo, Q. H., & Cao, H. T. (2009). Factors affecting turnover intention of civil servants. Science & Technology Development, 13(1), 5-14.
Voris, B. C. (2011). Teacher efficiency, job satisfaction, and alternative certification in early career special education teachers (Ph.D. Thesis). University of Kentucky Doctoral Dissertations, Lexington, Kentucky, United States.
Vu, V. H., & Nguyen, V. T. (2018). The correlation among job satisfaction, organizational commitment and turnover intention - A case of technical staff in it infrastructure services sector. Ho Chi Minh City Open University Journal of Science – Economics and Business Administration, 13(2), 188-204.