Citation

Mohammad Kashinejad, Hassanpour (2013) The mediating role of organizational commitment and job satisfaction in the relationship between HR practices and turnover intention: A study of renewable energy industry in Tehran. Masters thesis, Multimedia University.

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Abstract

The present quantitative study endeavours to explore the impact of Human Resources (HR) practices on employee turnover intention with regards to the role of organizational commitment and job satisfaction as the mediating variables in the context of selected Tehran Renewable Energy organizations. In this research, a total of 90 experts and knowledgeable employees from four top leading RE organizations in Tehran participated. This study does not include part-time and contract –based employees. The primary data gathered by questionnaires manually. In order to test the objectives of this study, the Correlation Analysis, Regression Analysis and Bootstrapping Analysis were used. The study’s outcome indicated that all six dimensions of HR practices have indirect impact on staff intention to turnover, direct impact on organizational commitment and satisfaction to the job. Besides that, both staff members’ commitment and satisfaction have indirect effect on turnover intention. The stepwise method of regression analysis also revealed that the training and development opportunity has the most considerable effect on commitment, satisfaction, and turnover intention. A further result is job satisfaction and commitment to the organization was not found as mediators among practices of HR and intention to leave.

Item Type:	Thesis (Masters)
Subjects:	H Social Sciences > HF Commerce > HF5001-6182 Business > HF5546-5548.6 Office management
Divisions:	Faculty of Management (FOM) > MBA Programme
Depositing User:	Ms Nurul Iqtiani Ahmad
Date Deposited:	22 Aug 2013 00:29
Last Modified:	22 Aug 2013 00:29
URII:	http://shdl.mmu.edu.my/id/eprint/3885

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