Human resource management practices and employee retention in Indian textile industry

Kód výsledku v 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>

Výsledek na webu

<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>

Jazyk výsledku

angličtina

Název v původním jazyce

Human resource management practices and employee retention in Indian textile industry

Popis výsledku v původním jazyce

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.

Název v anglickém jazyce

Human resource management practices and employee retention in Indian textile industry

Popis výsledku anglicky

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.

Druh

J_imp - Článek v periodiku v databázi Web of Science

CEP obor

—

OECD FORD obor

50204 - Business and management

Projekt

—

Návaznosti

V - Vyzkumna aktivita podporovana z jinych verejnych zdroju

Rok uplatnění

2024

Kód důvěrnosti údajů

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

Název periodika

INTERNATIONAL JOURNAL OF PRODUCTIVITY AND PERFORMANCE MANAGEMENT

ISSN

1741-0401

e-ISSN

1758-6658

Svazek periodika

73

Číslo periodika v rámci svazku

11

Stát vydavatele periodika

GB - Spojené království Velké Británie a Severního Irska

Počet stran výsledku

26

Strana od-do

96-121

Kód UT WoS článku

001072666400001

EID výsledku v databázi Scopus

2-s2.0-85172472731