Human resource development and employee turnover intentions

The mediating role of employee engagement

Authors

  • Frank Nana Kweku Otoo Department of Secretaryship and Management Studies, Faculty of Business and Management Studies, Koforidua Technical University, Koforidua, Ghana https://orcid.org/0000-0003-4378-3351

DOI:

https://doi.org/10.36096/ijbes.v4i4.360

Keywords:

HRD Practices, Employee Engagement, Employee Turnover Intentions, Health Care Institutions.

Abstract

Highly engaged employees ensure organizational competitiveness and success. The study examined whether employee engagement mediates the relationship between human resource development and employee turnover intentions. A field study was conducted among six indigenously owned healthcare institutions and 14 internationally owned healthcare institutions. The data supported the hypothesized relationships. The results indicate a significant association between HRD and the levels of behavioral engagement. HRD and the levels of emotional engagement had an insignificant relationship. HRD and the levels of cognitive engagement were significantly related. The findings also indicated that the association between HRD and employee turnover intentions was mediated by employee engagement. The present study’s emphasis on healthcare institutions may constrain the generalizability of the findings. The study suggests the adoption and development of well-designed and formulated HRD practices enhance employee engagement, knowledge development, and organizational commitment. By empirically demonstrating that employee engagement mediates the nexus of HRD and employee turnover intentions, the study extends the literature.

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Published

2022-10-09

How to Cite

Otoo, F. N. K. (2022). Human resource development and employee turnover intentions: The mediating role of employee engagement. International Journal of Business Ecosystem & Strategy (2687-2293), 4(4), 01–12. https://doi.org/10.36096/ijbes.v4i4.360

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Business Ecosystem