Human resource management practices and employee retention in Indian textile industry

Result code in IS VaVaI

<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F00216224%3A14560%2F24%3A00135205" target="_blank" >RIV/00216224:14560/24:00135205 - isvavai.cz</a>

Result on the web

<a href="https://www.emerald.com/insight/content/doi/10.1108/IJPPM-01-2022-0057/full/html" target="_blank" >https://www.emerald.com/insight/content/doi/10.1108/IJPPM-01-2022-0057/full/html</a>

DOI - Digital Object Identifier

<a href="http://dx.doi.org/10.1108/IJPPM-01-2022-0057" target="_blank" >10.1108/IJPPM-01-2022-0057</a>

Result language

angličtina

Original language name

Human resource management practices and employee retention in Indian textile industry

Original language description

Purpose – This study is the maiden attempt to understand the effect of specific human resource practices (HRPs) on employee retention (ER) with the mediation of job satisfaction (JS) and moderation of work experience (WE) and job hopping (JH) in the context of the textile industry. Design/methodology/approach – This study adopted a quantitative methodology and applied quota sampling to gather data from employees (n5 365) of leading textile companies in India. The conceptual model and hypotheses were tested with the help of Partial Least Squares-Structural Equation Modelling (PLS-SEM). Findings – The findings of a path analysis revealed that compensation and performance appraisal (CPA) have the highest impact on JS followed by employee work participation (EWP). On the other hand, EWP had the highest impact on ER followed by grievance handling (GRH). The study revealed that JS significantly mediates between HRPs like CPA and ER. During Multi-group analysis (MGA) it was found that the importance ofEWP and health and safety (HAS) was more in employee groups with higher WE, but it was the opposite in the case of CPA. In the case of JH behavior, the study observed that EWP leads to JS in loyal employees. Similarly, JS led to ER, and the effect was more pronounced for loyal employees. Originality/value – In the context of the Indian textile industry, this work is the first attempt to comprehend howHRPs affect ER. Secondly, it confirmed that JS is not a guaranteed mediator between HRPsand ER, it could act as an insignificant, partial or full mediator. Additionally, this study establishes the moderating effects of WE and JH in the model through multigroup analysis.

Czech name

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Czech description

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Type

J_imp - Article in a specialist periodical, which is included in the Web of Science database

CEP classification

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OECD FORD branch

50204 - Business and management

Project

—

Continuities

V - Vyzkumna aktivita podporovana z jinych verejnych zdroju

Publication year

2024

Confidentiality

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Name of the periodical

INTERNATIONAL JOURNAL OF PRODUCTIVITY AND PERFORMANCE MANAGEMENT

ISSN

1741-0401

e-ISSN

1758-6658

Volume of the periodical

73

Issue of the periodical within the volume

11

Country of publishing house

GB - UNITED KINGDOM

Number of pages

26

Pages from-to

96-121

UT code for WoS article

001072666400001

EID of the result in the Scopus database

2-s2.0-85172472731