Testing the Relationship between Human Resource Management Practices and Employees Turnover Intention: An Empirical Study in United Arab Emirates Health Care Sector
Bani Melhem, Hussein Ahmad
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The study aims to examine the relationship between Human Resource Management (HRM) practices and employees' turnover intention in the United Arab Emirates health care sector. The study explores the mediating effects of both person organization fit and organization citizenship behavior between HRM practices and turnover intention. This quantitative study utilized Structure Equation Model (SEM) techniques using Analysis of Moment Structures (AMOS) 18 software package to support the analysis of data. Results of the study showed that HRM practices in the UAE health care sector (recruitment and selection, performance appraisal, compensation, and career development) have a significant relationship with turnover intention. Moreover, results revealed that both organization citizenship behavior (OCB) and person organization fit (POF) mediate the relations between the majority of the HRM practices and turnover intention. However, this research was limited to the public healthcare sector in the UAE and it is recommended to include the private health car e sector. Moreover inclusion of health care workers from different Emirates such as Dubai and Sharjah would be important as a follow-on study. Healthcare leaders should consider having a closer look at the main human resource practices in their organization with the aim of restructuring HRM practices, policies, and rocedures to increase staff satisfaction, reduce employees' turnover intention and retain its valuable health care professionals. For instance, regular review and analysis of salaries and benefits is one of the main recommended strategies. This assists in ensuring employee compensation is consistent with the surrounding market and competitors, this is especially important in the current era in which the private sector is considered one of the significant competitors in the UAE health care sector. Hussein Bani Melhem -1040182 final Dissertation Page 7 of 190 In addition, HRM executives need to realize that career development and raining should go in parallel. Employees require training to update their knowledge and skills, as well as a clearcareer path including, promotion strategies as an indication of their career future. In the absence of these aspects, employees are likely to leave the organization at the first job opportunity they get in a different organization. This study is among the first and most xhaustive ones carried out in the health care sector in UAE.