Moderation of psychological meaningfulness on the relationships between human resource management practices and turnover intention in health sector: A proposed framework

Abstract

Organizations invest a lot on employees from recruitment & selection to compensation, training & development, career development and maintaining adequate work-life balance with a view to retain them so as to provide their best to the organization. No organization wish to record high turnover of skilful and experience employees. This paper being a proposed framework analysed the results of previous studies on human resource management (HRM) practices (recruitment & selection, compensation, training and development, career development, and work-life balance) on employees’ turnover intention in health sector. On the basis of this, it hypothesized the possible moderation effect of psychological meaningfulness on
the relationship between the HRM practices under study and turnover intention among healthcare workers. The theoretical framework adopted in the paper is social exchange theory. Arising from the review of the previous studies and theoretical supports, a conceptual framework is proposed. The study concludes that improvement and effective utilization of HRM practice can minimize employees’ turnover in the health sector.